bls_2025-70_1978.pdf

jl 3 -3:

Area Portland, Maine, Metropolitan AreaWage Decern ber 1978SurveyBulletin 2025-70

Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Preface

This bulletin provides results of a D ecem ber 197 8 survey of occupational earnings and supplementary wage benefits in the Portland, Maine, Standard Metropolitan Statistical A rea . The survey was made as part of the Bureau of Labor S tatistics ' annual a rea wage survey p rogram . It was conducted by the Bureau's reg ional o f f ice in Boston, M ass ., under the genera l d irect ion of Gordon E. Bowen, Ass is tant Regional C om m iss ion er for Operations. The survey could not have been accom plished without the cooperation of the many f i rm s whose wage and sa la ry data provided the basis for the stat ist ica l in form ation in this bulletin. The Bureau wishes to express s incere appreciation for the cooperation rece ived .

M ater ia l in this publication is in the public domain and m ay be reproduced without pe rm iss ion of the F ed e ra l Governm ent. P le a s e c red it the Bureau of Labor Statistics and c ite the name and number of this publication.

Note:A lso available for the Por t land area a re l is t ings of union wage

rates for seven se lected building trades. F r e e cop ies of these a re ava ilab le f r o m the Bureau's reg ional o f f ices . (See back cove r fo r ad d resses . )


AreaWageSurveyU.S. Department of Labor Ray Marshall, Secretary

Bureau of Labor Statistics Janet L. Norwood Acting Commissioner

April 1979

Bulletin 2025-70

For sale by the Superintendent of Documents, US Government Printing Office, Washington. D C 20402, GPO Bookstores, or BLS Regional Offices listed on back cover Price $1 20- Make checks payable to Superintendent of Documents

Portland, Maine, Metropolitan Area December 1978

Contents Page Page

In troduction____________________________________________ 2 Tables— Continued

B. Establishment pract ices andTab les: supplementary wage provisions:

B - l . Minimum entrance sa lar ies forEarnings, a ll establishments: inexperienced typists and c le rk s ___ 11A - l . W eek ly earnings of o f f ic e w o rk e rs__ 3 B-2. La te -sh i f t pay provis ions forA -2 . W eek ly earnings of pro fess ional fu l l - t im e manufacturing

and technical w orkers 5 production and related w orkers . . . 12A- 3. A ve ra ge weekly earnings of B- 3. Scheduled week ly hours and days of

o f f ice , pro fess ional, and fu l l- t im e f i r s t -sh i f t w orkers 13technical w o rkers , by sex 6 B-4. Annual paid holidays fo r fu l l- t im e

A -4 . Hourly earnings of maintenance, w orkers 14toolroom , and power plant B-5. Pa id vacation provis ions forw orkers 7 fu l l - t im e w o rk e rs _____________________ 15

A - 5. Hourly earnings o f m ate r ia l B -6. Health, insurance, and pensionm ovement and custodial w o rkers . . . 8 plans fo r fu l l - t im e w o rke rs_________ 17

A- 6. A ve ra ge hourly earnings of B-7. L i f e insurance plans formaintenance, too lroom , power- fu l l - t im e w o rk e rs_____________________ 18plant, m ate r ia l m ovement, andcustodial workers , bv sex 9 Appendix A. Scope and method o f s u r v e y _________ 21

A - l . P ercen t increases in average Appendix B. Occupational descriptions 27hourly earnings, adjusted for employment shifts, fo r selected occupational g roups__________________ io


Introduction

This a rea is 1 of 7 5 in which the U.S. Department of L a b o r 's Bureau of Labor Statistics conducts surveys of occupational earnings and r e lated benefits. (See l i s t o f areas on inside back c o v e r . ) In each area, occupational earnings data (A - s e r i e s tab les ) a re co l le c ted annually. In fo r mation on establishment p ract ices and supplementary wage benefits (B - ser ies tab les ) is obtained e v e r y th ird year.

Each yea r a fte r a l l individual a rea wage surveys have been c o m pleted, two sum m ary bulletins a re issued. The f i r s t brings together data fo r each m etropo litan a rea surveyed; the second presents national and r e gional es t im ates, p ro jected f r o m individual m etropo litan area data, fo r a l l Standard Metropolitan Statistical A rea s in the United States, excluding A laska and Hawaii.

A m a jo r consideration in the a rea wage survey p ro g ram is the need to descr ibe the le v e l and m ovem ent of wages in a v a r ie ty of labor m arkets , through the analys is of (1) the le v e l and d istribution of wages by occupation, and (2) the m ovem ent of wages by occupational ca tego ry and sk il l leve l . The p ro g ram develops in form ation that m ay be used fo r many purposes, including wage and sa la ry adm inistration , c o l le c t iv e bargain ing, and a s sistance in determ ining plant location. Survey results a lso a re used by the U.S. Department of Labor to make wage determ inations under the S erv ice Contract Ac t of 1965.

A - s e r i e s tables

Tab les A - l through A -6 prov ide estimates of s tra igh t- t im e week ly or hourly earnings fo r w o rk e rs in occupations com mon to a v a r ie ty of manufacturing and nonmanufacturing industries. F o r the 31 la rge s t survey areas , tables A - 8 through A - 13 prov ide s im i la r data fo r establishments employing 500 w orkers or m ore .

Table A -7 provides percent changes in ave rage hourly earnings of o f f ice c le r ica l w o rke rs , e lec tron ic data p rocess ing w o rk e rs , industria l nurses, skilled maintenance trades w o rk e rs , and unskilled plant w o rkers . Where possib le, data are presented fo r a l l industr ies and fo r manufacturing and nonmanufacturing separately. Data a re not presented fo r sk il led m a in tenance workers in nonmanufacturing because the number of w o rk e rs e m ployed in this occupational group in nonmanufacturing is too sm all to w arran t separate presentation. This table p rov ides a m easure of wage trends a fte r e l im ination of changes in ave rage earnings caused by em ploym ent shifts among establishments as w e l l as turnover of establishments included in survey samples. F o r further deta i ls , see appendix A.

B - s e r ie s tables

The B -se r ie s tables present in form ation on m in im um entrance sa la r ies fo r inexperienced typists and c le rk s ; la te -sh i f t pay prov is ions and prac t ices for production and re la ted w o rke rs in manufacturing; and data sepa ra te ly for production and re la ted w o rk e rs and o f f ice w orkers on scheduled w eek ly hours and days of f i r s t - s h i f t w o rk e rs ; paid holidays; paid v a c a tions; health, insurance, and pension plans; and m ore deta i led in form ation on l i fe insurance plans.

Appendixes

Appendix A descr ibes the methods and concepts used in the area wage survey p rogram . It p rov ides in form ation on the scope o f the area survey , the a rea 's industrial com position in manufacturing, and lab o r - management agreem ent coverage .

Appendix B provides job descr ip t ions used by Bureau f ie ld economists to c la ss i fy w orkers by occupation.


A. EarningsTable A-1. Weekly earnings of office workers in Portland, Maine, December 1978

O c c u p a t i o n a nd i n d u s t r y d i v i s i o nNumber

ofworkers

Averageweeklyhours1

(standard)

Weekly earnings (standard) Number of workers receiv ing straight-tim e weekly earnings of—

T s "

Under%1U0

10b 1 1 0 l i b U 0 12b

a n dunder

1 1 0 l i b 1 2 0 12 b 1 3 0

1 3 0 1 4 0 l b O 1 6 0 1 7 0 1 8 0 1 9 0 2 0 0 2 1 0 2 2 0 2 3 0 2 4 0 2b0

1 4 0 l b O 1 6 0 1 7 0 1 8 0 1 9 0 2 0 0 2 1 0 2 2 0 2 3 0 2 4 0 2b 0 2 6 0

2 6 0 280

- and

2 8 0 over

A L L WORKERS

S E C R E T A R I E S -------------------MANUFACTU RING --------NONMANUFACTURING —

P U B L I C U T I L I T I E S

S E C R E T A R I E S . C L A S S A

S E C R E T A R I E S . C L A S S B NONMANUFACTURING ----

S E C R E T A R I E S . C L A S S CMANUFACTU RING ----------NONMANUFACTURING ----

S E C R E T A R I E S . C L A S S 0 - -M ANUFACTU RING --------------NONMANUFACTURING ---------

S T E N O G R A P H E R S ----------------------------NO ill d A N UF A C T O R ! N o -----------------

S T E N O G R A P H E R S . G EN E RA L NONMANUFACTURING --------

T R A N S C R I B I N G - M A C H IN E T Y P I S T S NONMANUFACTURING -----------------

T Y P I S T S ----------------------NONMANUFACTURING

T Y P I S T S . C L A S S A - NONMANUFACTURING

T Y P I S T S . C L A S S B - NONMANUFACTURING

F I L E C L E R K S --------------------NONMANUFACTURING -----

F I L E C L E R K S . C L A S S C NONMANUFACTURING -----

M E S S E N G E R S ----------------NONMANUFACTURING

SW IT CH BOARD O P E R A T O R S NONMANUFACTURING —

SW ITCHBOARO O P E R A T O R - R E C E P T I O N I S T S -MANUFACTU RING ----------------------------------NONMANUFACTURING ----------------------------

195 3V. 0 192. ou lb / . 0076 39. b 204. 213. UU

119 3b. b Ib 4 . ou ! lbU . 0021 39. b 211. OJ i 192. 00

lb 3b. b 215. UU 209 UU

39 3b. 0 206. 50 199. 5037 3b. 0 206. bu j 19b. 00

6b 39. 0 202. bU 20b • 0037 40. 0 222. 5U 226. 502b 3b. b 176. 5 j 179. 50

34 39. 0 180, 50 170. 00I d 39. u 199. 50 213. 0019 39. b 16b. bU 160. 00

3b 38. u 180, bU 16b. 0030 3b. u 179. 00 163 00

24 3b. 0 167 bu 16b 0019 37. b 162 OU 163 00

17 37. 0 149 bU 13b 0017 37. U 149 bU 13b 00

1 53 37. b 134 Ou 13U uo150 37 b 134 .OU 130 .00

3b 37. b 147.50 146 .0033 37 b 147 .ou 146 .00

1 lb 37 U 130 .UU 12b .00117 37 U 130 .ou 12b .00

73 37 b 11/ .bu 116 bO71 37 b 117 .Ou l ib .50

6U 37 b 113 .50 110 .00bb 37 b 112 .50 110 .00

23 38 U 140 .50 123 .0020 38 U 143 • U«J 122 50

46 1 39 0;|13b .50 120 o c

3b | 3* ** b 126 .00 l i b 00

57 39 b 14b • ou 13/ • 0020 40 U jl44 • UU 1144 .0037 39 0 ;145 • UU 137 00

5 $1 6 0 . 0 0 - 2 2 0 . 0 01 8 0 . 0 0 - 2 3 0 . 0 0 l b B . 0 0 - 2 0 0 . 0 01 6 0 . 0 0 - 2 6 b . 0 0

1 8 3 . 0 0 - 2 2 4 . 0 0 |1 8 3 . 0 0 - 2 2 7 . bO j

1 8 2 . 0 0 - 2 3 0 . 0 0 | 2 0 8 . b O - 2 3 6 . b O | 1 6 3 . U 0 - 1 9 U . b U I

l b l . 5 U - 1 7 2 . U U

1 1 6 . U 0 - 1 3 2 . U U 1 1 b . b O - 1 3 3 . b U

- _ - _ _ _ 3 2 7 4 3 2 2 _ b 6 _ _ _ _ _

- - - - - - 1 - 5 - - - 2 - 3 6 - - - - -- “ - - 2 2 4 4 3 2 - - 2 - - - - - -

- - 2 - 1 - 6 4 1 7 - 3 1 2 2 - - _ _ 4 2- “ 2 ” 1 - 6 4 “ 7 2 1 - 1 - - - - 4 2

_ - 2 - 1 - b - 1 6 - 5 1 2 2 - _ _ _ 1 _

- - 2 1 b - 6 2 1 - 1 - - - - 1 -

- - - - - - 11 2 1 1 - - 1 - - - - _ _ 1 _

- - - - - - 11 2 1 1 - 1 - - - - - - 1 -

3 3 3 31 14 l b 29 2 / 1 7 6 2 _ _ _ _ _ _ 3 _ _ _3 3 3 31 14 14 29 27 1 7 4 2 - - - - - - 3 - - -

_ - - - - - b 14 12 5 1- - - - - b 14 12 1 1

3 3 3 31 14 l b 24 15 b 5 1 _ _ _ _ _ 3 _ _3 3 3 31 14 14 24 15 b 5 1 - - - - - - 3 - - -

1 7 6 13 12 4 7 1 4 - - _ _ _ _ _ _ _ _ _ _9 1 / 6 13 12 4 b 1 4 - - - - - - - - - - - -

9 1 7 6 10 11 4 3 - - - - _ _ _ _ _ _ _ _ _ _9 17 6 10 11 4 1 - - - - - - - - - - - -

_ 4 1 b 2 4 3 1 - - - _ _ _ _ _ _ _ _ 3 _- 4 1 b - 3 3 1 “ “ * - - - - - - - 5 -

- 14 - 7 b 2 2 1 - 2 - 2 1 2 3 _ _ _ 1 1 _

- 14 - 7 6 2 2 - - 1 1 - - - - - - 1 1 -

2 - b 1 5 3 15 11 7 2 2 - 5 - 1 _ _ _ _ 2 _- - - 1 - 1 / 6 2 1 1 - 1 - - - - - - -2 “ b b 2 6 b b 1 1 “ 2 “ 1 - - - 2 -

* W o rk e rs w e r e d is tr ib u ted as fo llo w s : 4 at $ 280 to $ 300; and 1 at $300 to $ 320.* * W o rk e rs w e r e at $ 100 to $ 105.

S ee foo tnotes at end o f ta b le s .

3Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Table A-1. Weekly earnings of office workers in Portland, Maine, December 1978— ContinuedWeekly earning^^™

(standard) N um ber o f w o rk e rs r e c e iv in g s tra ig h t-t im e w eek ly earn ings o f—

O ccupation and in d u stry d iv is io nNumber

ofworkers

Averageweeklyhours1

(standard) Mean 2 Median 2 Middle range 2 UnderS1 0 3

S1 05

andunder

110

$1 1 0

1 1 3

S1 13

1 2 0

S1 2 0

1 23

S123

130

i13 U

1 4 0

S140

130

%1 30

160

%160

1 70

%

1 70

1 80

51 80

1 90

$1 9 0

2 0 u

$2 0 0

2 1 0

$2 1 0

2 2 0

%2 2 0

23U

*2 30

2 4 0

%2 4 0

2 3 0

%2 5 0

2 6 0

%2 6 0

2 8 0

2 8 0

and

o v e r

A L L WORKERS—CONTINUED

ORDER C L E R K S ------------------------------------------ 27 3 9 . 0$1 3 7 . OU

S1 4 6 . 0 0

$ $ 1 2 8 . 0 0 - 1 8 4 . 3 0 4 2 2 2 4 2 4 5 3 1

ORDER C L E R K S ? C L A S S A --------------------- 17 3 8 . 5 1 7 J . 3 U 1 7 5 . 0 0 1 4 6 . 0 0 - 1 9 4 . 0 0 - - - 2 - - - 4 2 - 2 - 3 3 - 1 - - - - -

ACCOUNTING C L E R K S --------------------------------- <*53 3 d . 5 1 8 6 . 5 0 1 7 0 . 0 0 1 4 4 . 0 0 - 2 4 2 . 3 0 2 6 3 9 23 11 34 44 30 39 28 26 2 2 7 8 6 3 3 9 54 3 32MANUFACTURING ---------------------------------- 58 4 0 . U 1 7 4 . 0 0 1 6 3 . 0 0 1 A A . 0 0 - 1 9 A . 0 0 - - - - - - 8 9 7 6 6 6 4 - 2 4 4 1 - 1 -NONMANUFACTURING ----------------------------- 3 9 5 3 8 . 5 l d d . 5 0 1 7 1 . 0 0 1 A 5 • 0 0— 2 A 2 . 5 0 2 6 3 9 23 11 26 33 43 33 2 2 20 18 7 6 2 1 3d 54 2 32

ACCOUNTING C L E R K S . C L A S S A ----------- 187 3 9 . U 2 0 8 . 5 0 1 9 6 . 0 0 1 7 0 . 0 0 - 2 5 6 . 0 0 - - - - - - 8 13 13 8 22 19 13 3 5 4 3 5 54 1 10MANUFACTURING ---------------------------------- 25 3 9 . 5 1 9 d • OU 1 8 3 . 3 0 1 7 6 . 0 0 - 2 2 5 . 0 0 - - - - - 1 - 2 1 4 6 1 - - 4 4 1 - 1 -NONMANUFACTURING ----------------------------- 1 62 3 8 . 5 2 1 0 . 0 0 1 9 8 . 5 0 1 7 0 . 0 0 - 2 5 6 . UO _ - “ “ “ 7 13 13 7 18 13 12 5 3 “ 1 4 34 " 10

ACCOUNTING C L E R K S . C L A S S B ----------- 2 6 6 3 d . 5 1 7 1 . OU 1 3 2 . 0 0 1 3 0 . 0 0 - 1 9 4 . 3 0 2 6 3 9 23 11 26 31 33 31 6 7 9 2 3 2 - 34 - 2 2 2MANUFACTURING ---------------------------------- 33 4 0 . 0 1 3 5 . 3 0 1 5 4 . 0 0 1 4 0 . 0 0 - 1 6 2 . 0 0 ~ - - - - - / 9 3 3 2 3 2 - - - - - -NONMANUFACTURING ----------------------------- 2 3 3 3 d . 5 1 7 3 . 5 0 1 3 2 . 0 0 1 3 0 . 0 0 - 2 2 3 . 0 0 2 6 3 9 23 11 19 22 30 26 4 7 6 2 1 2 - 34 - 2 2 2

P U B L I C U T I L I T I E S ------------------------- 73 3 9 . 0 2 4 2 . 0 0 2 4 2 . 5 0 2 4 2 . 3 0 - 2 8 2 . 0 U - “ - “ 4 1 2 ” ' 6 1 1 2 “ 34 2 * 2 2

B O O K K E E P IN G - M A C H IN E OP ER AT O R S ------- 17 3 9 . 5 1 4 8 . 5 0 1 2 2 . 0 0 1 1 0 . U O - 1 7 0 . 0 0 - - 3 - 5 - - - 2 - 1 - 3 - - - - - - - 1

PA YR O LL C L E R K S -------------------------------------- 59 3 9 . O 1 6 1 . 0 0 1 4 0 . 0 0 1 3 3 . 0 0 - 1 7 2 . 5 0 - - - 2 6 4 13 4 9 1 4 2 - 3 3 - - 2 1 - 3MANUFACTURING ---------------------------------- 27 3 9 . 5 1 3 8 . 5 0 1 4 0 . 0 0 1 3 4 . 0 0 - 1 7 1 . 0 0 - - - - - 2 l u 4 3 - 3 - 2 - - 2 1 - -NONMANUFACTURING ----------------------------- 32 3 8 . 5 1 6 3 . 0 0 1 3 1 . 0 0 1 2 3 . 0 0 - 1 8 0 . 5U - 2 6 2 3 ~ 6 1 1 2 “ 1 3 “ “ - - - 3

K EY E NTRY O P E R A T O R S ----------------------------- 177 3 8 . 5 1 5 6 . 5U 1 4 3 . 0 0 1 3 0 . 0 0 - 1 6 5 . 3U - 4 6 3 15 4 36 26 2 3 22 6 1 3 1 5 - - 9 i d _MANUFACTURING ---------------------------------- 3d o c 1 6 3 . 0 0 1 6 2 . 0 0 1 4 0 . 0 0 - 1 9 0 . OJ - - - - - 1 8 4 6 9 1 - 3 1 3 - - - - - -NONMANUFACTURING ----------------------------- 139 3 d . O 1 5 4 . 0 0 1 4 0 . 0 0 1 3 0 . 0 0 - 1 6 4 . 3 0 4 6 3 13 3 30 22 1 7 13 3 1 “ ~ “ “ 9 1 8 -

KE Y E N T R Y O P E R A T O R S . C L A S S A ------- 8U 3 d . 0 1 8 1 .O U 1 6 5 . 3 0 1 4 0 . 3 0 - 2 1 6 . OU - - - 2 2 1 14 2 7 20 3 - 3 1 3 - - 9 1 8 _

MANUFACTURING ---------------------------------- 21 4 0 . O 18 A . 0 *J 1 9 0 . 0 0 1 6 4 . 0 0 - 2 1 0 . 0 0 - - - - - - - - 1 9 - - 3 1 5 - - - - - -NONMANUFACTURING ---------------------------- 59 3 7 . 5 1 7 9 . 5 0 1 6 3 . 3 0 1 3 7 . 0 0 - 2 4 2 . 3 0 - “ 2 2 1 14 2 6 11 3 “ “ “ 9 1 8 -

KE Y E N T R Y O P E R A T O R S . C L A S S B ------- 97 3 8 . 5 1 3 6 . 5 0 1 3 9 . 0 0 1 2 3 . 0 0 - 1 4 7 . 0 0 - 4 6 3 13 3 22 24 1 6 2 3 1 - - - - - - _ _ _

NONMANUFACTURING ----------------------------- do

_____________

3 d . 3

___________

1 3 3 . 3 0 1 3 7 . 0 0 1 2 2 . 3 0 - 1 4 6 . 0 0 4 6 3 13 2 16 20 1 1 2 2 1

* W o rk e rs w e re d is tr ib u ted as fo llo w s : 12 at- $ 280 to $ 300; and 10 at $ 300 to $ 320.

See footnotes at end o f tab les .


Table A-2. Weekly earnings of professional and technical workers in Portland, Maine, December 1978

O c c u p a t i o n a nd i n d u s t r y d i v i s i o nNumber

ofworkers

Averageweeklyhours1

(standard)

Weekly earnings1 (standard) N um ber o f w o rk e rs r e c e iv in g s tra ig h t- t im e w eek ly ea rn in gs o f—

Under%1 40

1 4 0 1 5 0 1 6 0 1 / 0 1 8 0 1 9 0 2 0 0 21U 2 2 0 2 3 0 2 4 0 2 5 0 2 6 0 2 7 0

andunder

1 5 0 1 60 1 /0 1 8 0 1 90 2 0 0 2 1 0 2 2 0 2 3 0 2 4 0 2 5 0 2 6 0 2 7 0 2 8 0

2 8 0 3 0 0 3 2 0 3 4 0

3 0 0 3 2 0 3 4 0 3 6 0

3 6 0 400

_ and

4 0 0 over

A L L WORKERS

COM PU TtR S Y S T E M S A N A L Y S T S( B U S I N E S S ) -------------------------------------------

NONMANUFACTURING ---------------------------

COM PUTER S Y S T E M S A N A L Y S T S( B U S I N E S S ) • C L A S S B ----------------------NONMANUf A C T U R I N G ---------------------------

COMPUTER PROGRAMMERS ( B U S I N E S S ) — NO N M A N UF A C T U R I N G ---------------------------

COMPUTER PROGRAMMERS ( B U S I N E S S ) *C L A S S A ---------------------------------------------NONMANUFACTURING ---------------------------

COMPUTER PROGRAMMERS ( B U S I N E S S ) *C L A S S B ---------------------------------------------NONMANUFACTURING ---------------------------

COMPUTER O P E R A T O R S -----------------------------NONMANUFACTURING ---------------------------

COMPUTER O P E R A T O R S . C L A S S A -------NON HANUFACTURING ---------------------------

COM PUTER O P E R A T O R S * C L A S S B -------NONMANUFACTURING ---------------------------

COM PUTER O P E R A T O R S * C L A S S C -------NONMANUFACTURING ---------------------------

O R A F T E R S -------------------------------------------------MANUFACTURING ---------------------------------

D R A F T E R S * C L A S S A ---------------------------MANUFACTURING ---------------------------------

D R A F T E R S . C L A S S B ---------------------------MANUFACTURING ---------------------------------

3 8 . 5 3 8 . 5

3 9 . 0 3 9 . U

3 6 7 . UU 3 7 1 . OU

3 7 2 . OU 3 7 6 . UU

3 8 . 0 3 U U .5 U3 8 . 0 3 0 6 . UO

36 1 • UU 3 6 1 . 0 0

3 7 8 . UU 3 8 3 . OU

3 0 4 • 5U 3 U 9 . 0 0

3 4 7 . 5 0 - 3 8 7 . 5U3 5 1 . 5 0 - 4 U 1 .U U

3 4 3 . 5 0 - 4 U 4 .U U 3 4 8 . U U - 4 1 l . U U

2 6 1 . 5 0 - 3 2 6 . 5U2 8 5 . 5 0 - 3 2 6 . 5 0

20 3 8 . 5 3 4 2 . OU 3 3 0 . 0 0 2 9 3 . 5 0 - 3 9 7 . 5 0 - 7 2 2 _

20 3 8 . 5 3 4 2 . OU 3 3 0 . 0 0 2 9 3 . 5 0 - 3 9 7 . 5U 7 2 2 -

27 3 8 . 5 2 7 9 . 5 0 2 6 2 . 0 0 2 4 0 . 0 0 - 3 U 7 . 5 U -_ _ _ _ _ _ 1 _ 2 2 6 1 2 2 3 3 1

2U 3 8 . U 2 8 6 . 5 0 2 8 3 . 0 0 2 4 0 . 5 0 - 3 1 6 . 5 0 - - - - - 1 - 2 1 4 - 1 i 3 2 - 1

84 3 8 . 5 1 9 9 . 5U 1 8 8 . 5 0 1 4 9 . 0 0 - 2 4 6 . 0 0 * * 1 3 7 8 6 4 2 3 3 6 3 3 2 2 4 4 4 2 3 171 3 8 . 5 2 0 0 . OU 1 9 0 . 0 0 1 4 9 . 0 0 - 2 4 0 . 5 0 13 6 7 4 3 2 3 2 3 3 3 2 1 2 4 4 1 3 1

18 3 8 . 5 2 5 0 . 5 0 2 4 2 . 5 0 21 1 . U 0 - 2 9 5 . 5 0 - - - 1 2 - 1 - 3 - 2 _ 1 1 _ 3 1 2 116 3 8 . 5 2 5 2 . 0 0 2 4 2 . 5 0 2 1 1 . 5 0 - 2 9 5 . 5 0 - - - - 2 - 1 - 3 - 2 - 1 1 - 3 - 2 1

41 3 8 . 5 2 0 5 . 0 0 1 9 2 . 0 0 1 6 1 . 3 0 - 2 4 6 . 0 0 3 6 1 4 1 2 4 2 3 3 1 2 1 2 3 1 1 1 _31 3 8 . U 2 0 b . 50 1 9 2 . 0 0 1 6 5 . 0 0 - 2 4 0 . 3 0

13 - 3 1 2 4 1 2 3 1 2 - - 3 1 1 1 -

25 3 9 . U 1 5 4 . 0 0 1 4 4 . 0 0 1 3 1 . 3 0 - 1 3 1 . 0 0 12 1 7 1 1 - - 1 _ _ _ _ _ 1 1 _ _ _ _24 3 8 . 5 1 5 3 . 5 0 1 3 9 . 5 0 1 3 1 . 3 0 - 1 3 0 . 5 0 12 1 / 1 - - - 1 - - - - - 1 1 - - - -

1U6 4 2 . 0 2 4 V .O U 2 5 5 . 5 0 2 1 8 . 3 0 - 2 7 9 . 3 0 1 2 - - 7 1 1 6 9 7 1 12 16 9 9 12 4 9 _93 4 2 . U 2 5 6 . 5 0 2 5 9 . 5 0 2 3 3 . J 0 - 2 b l . 5 U - - - 6 1 - 4 6 6 1 10 16 9 9 12 4 9 -

40 4 2 . 0 2 7 9 . 5 0 2 8 1 . 5 0 2 6 4 . 3 0 - 3 0 1 . 0 0 - _ - - - - - 1 2 4 1 - 1 2 4 12 4 9 _37 4 2 . U 2 8 3 . 0 0 2 8 6 . 0 0 2 7 6 . U 0 - 3 0 4 . 0 U - - - - - - 1 3 1 1 2 4 12 4 9 -

57 4 1 . 5 2 3 7 . 5 0 2 4 2 . 0 0 2 1 3 . 3 0 - 2 3 9 . 3 0 1 2 - - 1 1 1 3 6 3 - 12 1 3 7 5 - - _ _

50 4 2 . U■

2 4 5 . OU 2 5 5 . 0 0 2 2 5 . 0 0 - 2 5 9 . 3 0"

~ 1 ” 3 6 3 " 10 1 3 7 3 “ ~ “ “

W o rk e rs w e re d is tr ib u ted as fo llo w s : 9 at $400 to $440; and 2 at $480 to $ 520. W o rk e rs w e re d is tr ib u ted as fo llo w s : 1 at $ 120 to $ 130; and 14 at $ 130 to $ 140.

See footnotes at end of tables.


Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,in Portland, Maine, December 1978

Sex, 5 o c c u p a t i o n . a n d i n d u s t r y d i v i s i o nNumber

of

O F F I C E O C C U P A T IO N S - MEN

M ES S EN G ER S ----------------NONMANUFACTURING

1716

ACCOUNTING C L E R K S — NONMANUFACTURING

5859

ACCOUNTING C L E R K S * C L A S S A ----------- 21

ACCOUNTIN G C L E R K S . C L A S S B NONMANUFACTURING ----------------

3735

O F F I C E O C C U P A T IO N S - WOMEN

S E C R E T A R I E S ------------------MANUFACTURING --------NONMANUFACTURING -

P U B L I C U T I L I T I E S

19576

11921

S E C R E T A R I E S . C L A S S A 15

S E C R E T A R I E S . C L A S S B -----------------------NONMANUFACTURING -----------------------------

S E C R E T A R I E S . C L A S S CMANUFACTURING ---------NONMANUFACTURING —

653726

S E C R E T A R I E S . C L A S S DMANUFACTURING ---------NONMANUFACTURING —

391519

S T EN O G R A P H E R S ----------NONMANUFACTURING

353U

S T E N O G R A P H E R S . GEN ERAL NONMANUFACTURING --------

2919

T R A N S C R I B I N G - M A C H IN E T Y P I S T S NONMANUF A C T U R I N 6 ----------------

1717

T Y P I S T S ---------------------NONMANUFACTURING

153150

T Y P I S T S . C L A S S A NONMANUF A CTU R IN G

3533

Average(mean2)

Week hr hours

(standard)

Weeklyearnings1(standard)

$3 8 . U 1 4 7 . 0 03 8 . 0 1 4 8 . 5 0

4 0 . U 2 1 6 . 5 04 0 . 0 2 1 8 . 0 0

4 0 . 5 2 4 1 . 0 0

3 9 . 5 2 0 2 . 0 03 9 . 5 2 0 6 . 0 0

3 9 . 0 1 9 2 . OU3 9 . 5 2 0 4 . 0 03 6 . 5 1 8 4 . 0 03 9 . 5 2 1 1 . 0 0

3 8 . 5 2 1 3 . 0 0

3 8 . 0 2 0 6 . 5 03 8 . *J 2 0 6 . 5 0

3 9 . 0 2 0 2 . 5 04 0 . 0 2 2 2 . 5 03 8 . 5 1 7 6 . . 5 U

3 9 . 0 1 8 0 . . 503 9 . 0 1 9 9 . 5 03 9 . 5 1 6 5 . 5 0

3 8 . 0 1 8 0 . 5 03 8 . 0 1 7 9 . 0 0

3 8 . U 1 6 7 . 5 03 7 . 5 1 6 2 . 0 0

3 7 . 0 1 4 9 . 5 03 7 . 0 1 4 9 . 5 0

3 7 . 5 1 3 4 . 0 03 7 . 5 1 3 9 . 0 0

3 7 . 5 1 9 7 . 5 03 7 . 5 1 4 7 . 0 0

S e x , 3 o c c u p a t i o n , a nd i n d u s t r y d i v i s i o n

O F F I C E O C C U P AT IO N S - WOMEN— CONTINUED

T Y P I S T S - CONTINUED

T Y P I S T S . C L A S S B -------------------------------NONMANUFACTURING -----------------------------

F I L E C L E R K S --------------------------------------------NONMANUFACTURING -----------------------------

F I L E C L E R K S . C L A S S C -----------------------NONMANUFACTURING -----------------------------

SW ITCHBOARD OP ER AT O R S -------------------------NONMANUFACTURING ----------------------------

SWITCH BOARD O P E R A T O R - R E C E P T I O N I S T S -MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

ORDER C L E R K S ------------------------------------------

ACCOUNTING C L E R K S ---------------------------------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

ACCOUNTING C L E R K S . C L A S S A -----------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

ACCOUNTING C L E R K S . C L A S S B -----------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

B O O K K E E P IN G - M A C H IN E O P E R A T O R S -------

P A Y R O L L C L E R K S --------------------------------------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

K E Y E N T R Y OP ER AT O R S -----------------------------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

K EY E N T R Y O P E R A T O R S . C L A S S A -------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

K EY E N T R Y O P E R A T O R S . C L A S S B -------NONMANUFACTURING -----------------------------

Numberof

workers

Average

S e x , 3 o c c u p a t i o n , a n d i n d u s t r y d i v i s i o nNumber

ofworkers

Average(mean2)

Weeklyhours1

(standard)


Weeklyhours

standard)


P R O F E S S I O N A L ANO T E C H N IC A LO C C U P A T IO N S - MEN

COMPUTER S Y S T E M S A N A L Y S T S ss ( B U S I N E S S ! --------------------------------------------- 41 3 8 . 5 3 7 4 . 0 0

1 18 3 7 . U 1 3 0 . 0 0117 3 7 . 0 1 3 0 . 0 0 COMPUTER S Y S T E M S A N A L Y S T S

( B U S I N E S S ) . C L A S S B ----------------------- 19 3 8 . 5 3 7 6 . 0 071 3 7 . 5 1 1 7 . 5 069 3 7 . 5 1 1 7 . 0 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) ----- 50 3 8 . 0 2 9 5 . 0 0

NONMANUFACTURING ----------------------------- 44 3 8 . U 2 9 9 . 5 058 3 7 . 5 1 1 3 . 5 056 3 7 . 5 1 1 2 . 5 0 COMPUTER PROGRAMMERS ( B U S I N E S S ) .

C L A S S B ----------------------------------------------- 2U 3 8 . 5 2 8 0 . 5 044 3 9 . 0 1 3 9 . 5 033 3 9 . 5 1 2 6 . 0 0 COMPUTER O P E R A T O R S ------------------------------- 56 3 8 . 5 2 1 5 . 5 0

NONMANUFACTURING ----------------------------- 45 3 8 . 0 2 1 7 . 0 057 3 9 . 5 1 4 5 . 0 020 4 0 . 0 1 4 4 . 0 0 COMPUTER O P E R A T O R S . C L A S S A --------- 17 3 8 . 5 2 5 9 . 5 037 3 9 . 0 1 4 5 . 0 0 NONMANUFACTURING ----------------------------- 15 3 8 . 5 2 5 7 . 0 0

20 3 9 . 0 1 4 8 . 5 0 COMPUTER O P E R A T O R S . C L A S S B --------- 31 3 8 . 5 2 0 8 . 0 0NONMANUFACTURING ----------------------------- 23 3 8 . 0 2 0 9 . 0 0

3 9 5 3 8 . 5 1 8 2 . 0 054 4 0 . 0 1 7 2 . 5 0 O R A F T E R S --------------------------------------------------- 1 05 4 2 . 0 2 5 0 . 0 0

3 91 3 8 . 5 1 8 3 . 5 0 MANUFACTURING ----------------------------------- 93 4 2 . 0 2 5 6 . 5 0

166 3 8 . 5 2 0 4 . 0 0 D R A F T E R S . C L A S S A ----------------------------- 40 4 2 . 0 2 7 9 . 5U23 3 9 . 5 1 9 5 . 0 0 MANUFACTURING ----------------------------------- 37 4 2 . 0 2 8 5 . 0 0

1 93 3 8 . 5 2 0 6 . 0 0D R A F T E R S . C L A S S B ----------------------------- 56 9 1 . 5 2 3 9 . 0 0

229 3 8 . 5 1 6 6 . 0 0 MANUFACTURING ----------------------------------- 50 4 2 . 0 2 9 5 . 0 031 4 0 . 0 1 5 7 . 0 0

198 3 8 . 5 1 6 7 . 5 0

16 3 9 . 0 1 4 0 . 0 0 P R O F E S S I O N A L ANO T E C H N IC A LO C C U P A T IO N S - WOMEN

55 3 9 . 0 1 5 6 . 5 026 3 9 . 5 1 5 9 . 0 029 3 8 . 5 1 5 4 . 0 0 COMPUTER O P E R A T O R S ------------------------------- 28 3 8 . 5 1 6 8 . 0 0

NONMANUFACTURING ----------------------------- 26 3 8 . 5 1 7 0 . 0 0175 3 8 . 5 1 5 7 . 0 0

38 4 0 . 0 1 6 5 . 0 0 COMPUTER O P E R A T O R S . C L A S S C --------- 17 3 9 . 0 1 5 1 . 5 0137 3 8 . 0 1 5 9 . 5 0 NONMANUFACTURING ----------------------------- 17 3 9 . 0 1 5 1 . 5 0

79 3 8 . 0 1 8 1 . 5 021 4 0 . 0 1 8 4 . 0 058 3 7 . 5 1 8 0 . 5 0

96 3 8 . 5 1 3 6 . 5 079 3 8 . 5 1 3 5 . 5 0

—

See foo tn otes at end o f ta b le s .


Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Portland, Maine, December 1978

O c c u p a t i o n a n d i n d u s t r y d i v i s i o n

Hourly earnings 4

Numberof

Mean 2 Median2 Middle range 2

19$3 . 2 9

$5 . 0 0

$ $ 4 . 5 3 - 5 . 3 0

37 6 . 3 7 6 . 00 5 . 6 0 - 7 . 1 427 6 . 1 8 6 . 00 5 . 6 0 - 6 . 1 9

49 6 . 5 5 7 . 1 0 5 . 5 6 - 7 . 6 329 5 . 0 1 5 . 56 5 . 3 6 - 5 . 6 2

6 ti 5 . 4 5 5 . 17 4 . 6 5 - 6 . 4 068 5 . 4 5 5 . 1 7 4 . 6 5 - 6 . 4 8

91 6 . 8 6 6 . 7 1 5 . 4 3 - 8 . 7 42d 6 . 1 2 6 . 33 5 . 1 0 - 7 . 0 063 7 . 1 9 8 . 15 5 . 4 3 - 8 . 0 055 7 . 5 8 8 . 6 8 5 . 4 3 - 8 . 8 0

N um ber o f w o rk e rs r e c e iv in g s t ra ig h t- t im e h ou rly ea rn in gs

Under»4 . 2 0

4 . 2 0 4 . 3 0 4 . 4 0 4 . 3 0 4 . 6 0 4 . 7 0 4 . 0 0 4 . Vo

andunder

4 . 3 0 4 . 4 0 4 . 5 0 4 . 6 0 4 . 7 0 4 . 0 0 4 . 9 0 3 . 0 U

5 . 0 0 5 . 2 0 3 . 4 0 3 . 6 0 b . 0 0 6 . 0 0 6 . 2 0 6 . 4 0

3 . 2 0 5 . 4 0 3 . 6 0 3 . 0 0 6 . 0 0 6 . 2 0 6 . 4 0 6 . 6 0

6 . 6 0 7 . 0 0 7 . 4 0 7 . 0 0 0 . 2 0 0 . 6 0

- - - - - and

7 . 0 0 7 . 4 0 7 . 0 0 0 . 2 0 0 , 6 0 over

A L L WORKERS

MAINTE NANCE C A R P E N T E R S -----------------------

MAINTE NANCE E L E C T R I C I A N S -------------------M AN UFACTU RING -----------------------------------

MAIN TE NANCE M A C H I N IS T S -----------------------MANUFACTU RING -----------------------------------

M AIN TE NANCE M EC H A N IC S ( M A C H I N E R Y ) - MANUFACTU RING -----------------------------------

M AIN TE NANCE M ECH AN IC S(MOTOR V E H I C L E S ) ---------------------------------

M AN UFACTU RING -----------------------------------NONMANUFACTURING -----------------------------

P U B L I C U T I L I T I E S -------------------------

* W o rk e rs w e r e d is tr ib u ted as fo llo w s : 20 at $ 8.60 to $9 ; 8 at $ 9 to $9 .40 ; and 3 at $9 .40 to $9 .80 .

See foo tn o tes at end o f ta b le s .


Table A-5. Hourly earnings of material movement and custodial workers in Portland, Maine, December 1978

O ccupation and indu stry d iv is io n

A L L WORKERS

T R U C K D R IV E R S ------------------------------------------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------


T R U C K D R I V E R S t L I G H T TRUCK -------------

T R U C K D R I V E R S t NEOIUM TRUCK -----------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

T R U C K D R I V E R S t H EAV Y TRUCK -------------NONMANUFACTURING -----------------------------

T R U C K U R i V E R S t TRAC T O R - T R A I L E R -----MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------


S H I P P E R S --------------------------------------------------MANUFACTURING ----------------------------------

R E C E I V E R S ------------------------------------------------NONMANUFACTURING -----------------------------

S H I P P E R S ANU R E C E I V E R S -----------------------MANUFACTURING ----------------------------------

WAREHOUSEMEN ------------------------------------------MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------

ORDER F I L L E R S ----------------------------------------MANUFACTURING ----------------------------------

S H I P P I N G P A C K E R S ----------------------------------MANUFACTURING ----------------------------------

M A T E R IA L HANOLING L A B O R E R S ---------------MANUFACTURING -----------------------------------NONMANUFACTURING -----------------------------

F O R K L I F T O P E R A T O R S -------------------------------MANUFACTURING ----------------------------------

g u a r d s :MANUFACTURING ----------------------------------

GUARDSt C L A S S B :MANUFACTURING ----------------------------------

J A N I T O R S t P O R T E R S t AND C L E A N E R S -----MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------


Hourly earnings 4 N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e h o u r l y e a r n i n g s of—

N ut % % S S % * * 4 * % % % 4 $ 4 4 '4 4 4 t 4 4 4

of 2 . 6 0 2 . dO 3 . 0 0 3 . 20 3 . 4 0 3 . 6 0 3 . 80 4 . 0 0 4 . 2 0 4 . 4 0 4 . 60 4 • dO 5 . 0 0 5 . 2U 5 . 4 0 5 . 60 5 . dO 6 . 20 6 . 60 7 . U 0 7 . 40 d • 2 0 9 . 0 0workers Mean 2 Median2 Middle range 2 and

u n d e r

2 • dO 3 . 0 0 3 . 2 0 3 . 40 3 . 6 0 3 . dU 4 . 00 4 . 20 4 . 4 0 4 . 6 0 4 do 5 . 0 0 5 . 2 0 5 . 4 0 5 . 6 0 5 . do 6 . 20 6 . 60 7 . UO 7 . 4 0 d . 20 9 . 0 0 o v e r

$ $ s $%

528 6 . 2 3 5 . 14 4 . 5 / - 9 . 3 5 5 5 1 3 12 16 d 11 1 1 76 51 I V 5 0 17 7 9 7 52 - - 2 0 * 1 4 8135 5 . 4 7 5 . 1 2 4 . 5 5 “ 5 . 6 2 - - 1 1 1 2 1 1 1 1 16 1 10 39 4 7 9 7 4 - - - 20393 6 . 4 V 5 . 39 4 . 5 7 - V . 3 5 => 5 - 2 1 1 14 7 l u - 60 50 V 1 1 13 - - - 4 ti - - - 1 48224 7 . 7 7 V . 35 4 . 7 1 - 9 . 3 5 - - - 1 1 - - - 24 45 1 2 - - - - 2 - - - 148

20 3 . 7 5 3 . Od 2 • d 4 — 4 . 6 4 5 5 - 2 - - 1 - 1 - 2 - - - 1 2 - 1 - - - -

44 4 . 3 4 4 . 00 3 . 5 0 - 5 . 3 1 - - 1 1 1 1 7 1 9 - - - 2 _ 1 _ 5 5 1 _ _ _ _l o 4 . V6 5 . 62 3 . 7 3 - 5 . 9 2 - - 1 1 1 2 - 1 - - - 2 - - - 5 5 - - - - -

26 3 . V 2 3 . 75 3 . 5 0 - 4 . 1 0 - - - - 10 5 1 d - - - - - 1 - - - 1 - - - -

126 7 . 3 1 V . 35 4 . 6 3 - 9 . 3 5 - - - - - d 6 2 - 12 6 3 4 12 _ _ _ _ _ _ _ 7 3119 7 • A 5 9 . 35 4 . 6 1 - 9 . 3 5 - - - - - d 6 2 - 12 6 - 4 d - - - - - - - 73

3 26 6 . 2 6 5 . 12 4 . 7 1 - d . 2 0 - - - - - - - - 10 63 43 13 44 4 _ 2 2 50 _ _ _ 2 0 7598 5 . 6 3 5 . 12 4 . 4 9 - 5 . d 5 - - - - - - - - 10 16 - 5 3 9 - - 2 2 4 - - - 2 0

228 6 . 5 4 6 . 21 4 . 7 1 - 9 . 3 5 4/ 43 d 5 4 - - - 46 - - - 7 5141 7 . 1 6 V . 35 4 . 7 1 - V . 3 5 23 43 75

3b 4 . 7 6 4 . 95 3 . d 6 - 5 . 4 5 - 5 - - 2 2 3 - 1 1 2 5 1 2 9 - _ 4 _ 1 _ _

2d 5 . 2 2 5 . 3d 4 . 9 5 - 5 . 5 5 - - - - 1 2 1 - - 1 1 5 1 2 V - - 4 - 1 -

23 4 . 3 7 4 . 05 3 . 3 d - 4 . d 3 - - - 7 1 - 2 2 3 2 - - 1 - - 1 2 2 - _ _ _

IV 4 . 2 3 4 . 04 3 . 3 d - 4 . 4 3 - - - / - - 2 2 3 1 - - 1 - - - 2 1 - - - -

33 4 . I d 4 . 27 3 . 5 5 - 4 . 6 5 2 4 - - 3 1 4 - / 1 4 2 1 - - 3 - 1 - _ _ _

26 4 . 5 1 4 . 33 4 . 0 3 - 4 . d 2 - - - - 3 1 3 - 1 1 4 2 1 - - 3 - 1 - - - -

9 V 4 . 0 6 4 . 02 3 . 2 5 - 4 . 6 5 1 6 6 15 1 3 14 23 2 2 d 7 1 2 _ 8 _ _ _ _ _ _

3d 4 . 4 4 4 . 24 3 . t id - 4 . 9 0 - - 1 4 - 3 10 10 2 2 d 1 1 2 - d - - - - - -

41 3 . 5 1 3 . 20 3 . 1 3 - 4 . 1 2 1 6 5 11 1 - 4 13

37U 4 . 5 d 6 . 00 2 . 6 5 - 6 . 0 0 130 - 17 2 4 6 - 1 2 - V - 5 _ _ _ 1 55 3 V _ _ _ _75 5 . U1 6 . 22 3 . 3 3 - 6 . 2 2 - - 17 2 4 1 - 1 2 - V - - - - - - 39 - - - -

57 3 . 8 3 3 . 71 3 . 3 5 - 4 . 5 9 10 2 1 5 d 4 d - 3 5 6 1 - _ 4 _ _ _ _ _ _ _

4b 4 . 0 7 3 . d6 3 . 5 2 - 4 . 5 9 - 2 - 5 d 4 d - 3 4 6 1 - - 4 - - - - - - -

l d V 5 . 6 5 4 . 90 3 . 7 5 - 6 . 2 5 5 6 3 5 9 20 12 2 2 6 10 16 4 _ 9 3 d 2d _ 1 _ - * * 4 070 4 . I d 3 . 9U 3 . 7 U - 4 . 6 5 - - 1 5 d I d 10 - - 6 10 3 - - 4 - 5 - - - - -

1 IV 6 . 5 1 6 . 25 4 . 8 0 - 9 . 3 5 6 2 1 2 2 2 2 - - 13 4 - 5 3 3 28 - 1 - 40

130 4 . 6 6 4 . 6 7 4 . 2 5 - 5 . 7 4 5 - - - - 1 - 26 1 7 5 I d 15 - _ _ 14 28 1 _ _ _ _8ti 4 • d 3 4 . 67 4 . 2 7 - 5 . 1 2 ~ “ ~ 1 “ 10 1 7 5 I d 15 “ “ 14 d ” “ “

3b 4 . b9 5 . 20 3 . 6 5 - 5 . 9 6 - - - 2 - d 2 5 - - - - 2 1 - - I d - - - - -

3d 4 . dV 5 . 20 3 . 6 5 - 5 . 9 6 - - - 2 - d 2 5 - - - - 2 1 - - I d - - - - -

251 4 . 4 2 4 . 2 5 3 . 3 3 - 5 . 3 5 34 11 10 9 10 Id 4 2V 10 1 i d 2 4 36 _ _ 27 2d _ _ _ _146 4 . 6 8 4 . 63 4 . 0 5 - 5 . 2 6 - 2 3 6 9 4 4 2 V 6 1 i d - 4 36 - - 24 - - - - -

105 4 . U 5 3 . 29 2 . 7 5 - 6 . 2 5 34 V 7 3 1 14 - - 4 - - 2 - - - - 3 28 - - - -

33 5 . VOi- ■ -

6 . 29 L _________

6 . 2 5 - 6 . 2 9 _____________________ _________

“ ” " ~ 2 “ " 4 ” ~ ~ “ - - 1 26 “ - - -

* W orkers w ere distributed as fo llow s: 144 at $9 to $9.80; and 4 at $9.80 to $ 10.40.** W orkers w ere at $ 9 to $9.80.



Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in Portland, Maine, December 1978

Sex, occupation , and industry d iv is ion Sex, occupation , and indu stry d iv is io nNumber

ofworkers

Average (m ean*)

hourly earnings 4

M A IN TE N A N C E . TOOLROOM. AND POU ERP LAN T OCCUPA TIO NS - MEN

M A T E R I A L MOVEMENT AND C U S T O D IA L O C C U P AT IO N S - MEN— CON T IN UED

MAINTENANCE C A R P E N T E R S -----------------------

MAINTENANCE E L E C T R I C I A N S -------------------MANUFACTURING ----------------------------------

MAINTENANCE M A C H I N IS T S ----------------------MANUFACTURING ----------------------------------

MAINTENANCE MECHA NICS (M A C H IN E R Y ) - MANUFACTURING ----------------------------------

MAINTENANCE MECHANICS(MOTOR V E H I C L E S ) --------------------------------

MANUFACTURING ----------------------------------NONMANUFACTURING ----------------------------

P U B L I C U T I L I T I E S ------------------------

19

3727

4929

6B6b

912b6355

5 . 2 9

6 . 3 7 6 . l b

6 . 5 5 5 . b 1

5 . 4 55 . 4 5

6 . b6 6 . 1 2 7 . 1 9 7 . 5 b

R E C E I V E R S --------------------------------NONMANUFACTURING ------------

S H I P P E R S AND R E C E I V E R S ------MANUFACTURING ------------------

WAREHOUSEMEN --------------------------MANUFACTURING ------------------NONMANUFACTURING ------------

S H I P P I N G P A C K E R S ------------------MANUFACTURING ------------------

M A T E R I A L HANDLING L A B O R E R SMANUFACTURING ------------------NONMANUFACTURING ------------

21 4 . 4 017 4 . 2 5

25 4 . 4 122 4 . 5 7

975641

4 . US 4 . 4 5 3 . 5 1

41 3 . 6 029 3 . 8 9

18b 5 . 6 669 4 . 1 9

119 6 . 5 1

M A T E R IA L MOVEMENT AND C U S T O D IA L OCCUPAT IO N S - MEN

F O R K L I F T OP E R AT O R S MANUFACTURING —

4 . 8 44 . 8 0

GUARDS -----------------MANUFACTURING

1 22 3 . 5 13b 4 . 8 9

T R U C K D R IV E R S -----------------------------MANUFACTURING ---------------------NONMANUFACTURING ---------------

P U B L I C U T I L I T I E S -----------

T R U C K D R I V E R S . L I G H T TRUCK

T R U C K D R I V E R S . MEDIUM TRUCK NONMANUFACTURING ---------------

5 2 5132393

20

4126

6 . 24 5 . 5 1 6 . 4 9 7 . 7 7

3 . 7 5

4 . 3 93 . 9 2

G U A R D S . C L A S S B --------------------------------MANUFACTURING ----------------------------------

J A N I T O R S . P O R T E R S . ANU C L E A N E R S -----MANUFACTURING ----------------------------------NONMANUFACTURING -----------------------------


1 22 3 . 5 13b 4 . 8 9

197 4 . 4 91 3 0 4 . 6 8

67 4 . 1 223 5 . 7 3

T R U C K D R I V E R S . HEAVY TRUCK NONMANUFACTURING ------------- 119 7 . 4 3

M A T E R I A L MOVEMENT AND C U S T O D IA L O C C U P AT IO N S - WOMEN

T R U C K D R I V E R S . T R A C T O R - T R A 1 L E R -----MANUFACTURING ----------------------------------NONMANUFACTURING ----------------------------

P U B L I C U T I L I T I E S ------------------------

S H I P P E R S --------------------------------------------------MANUFACTURING ----------------------------------

3 2 6 6 .98 5 .

2 2 8 6 . 141 7 .

38 4 .28 5 .

266 33416

S H I P P I N G P A C K E R S MANUF ACTU RIN G

16 4 . 4 116 4 . 4 1

J A N I T O R S . P O R T E R S . 7 6 MANUFACTURING —2 2 NONMANUFACTURING

ANU C L E A N E R S ----- 54 4 . 1 616 4 . 6 938 3 . 9 4



Table A-7. Percent increases in average hourly earnings, adjusted for employment shifts,for selected occupational groups in Portland, Maine, for selected areas

In du stry and occu pa tion a l group 5N o vem b e r 1972

toN o vem b e r 1973

N o vem b e r 1973 to

N o vem b er 1974

N o vem b e r 1974 to

N o vem b e r 1975

N o vem b er 1975 to D ec em b e r 1976 D ecem b e r 1976 to

D ecem b e r 1977

D e c e m b e r 1977 to

D e cem b e r 197 813-m onthin crea se

Annual ra te o f in c rea se

A l l in d u s tr ie s :O ffic e c le r ic a l ____________________________________ 5.8 8.5 7.6 7.6 7.0 9.0 8.2E le c tro n ic data p r o c e s s in g _____________________ ( 6 ) (6 ) ( 6 ) ( 6 ) ( 6 ) ( b ) 12.6In d u str ia l n u rses _________________________________ ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 )S k ille d m a in ten an ce______________________________ 8.5 7.6 9.0 9.0 8.3 7.4 7.9U n sk illed p la n t ____________________________________ 7.9 9.6 11.2 5.7 5.3 8.7 8.7

M anu factu ring :O ff ic e c l e r i c a l ___________ ________________________ ( ‘ ) ( 6 ) ( 6 ) ( 6) ( 6 ) ( 6 ) ( 6 )e le c t r o n ic data p ro c e s s in g ___ ( 6) ( 6 ) ( 6) ( 6 ) ( 6 ) ( 6 ) ( 6 )In d u str ia l n u rses _________________________________ ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 )S k ille d m a in ten a n ce______________________________ 7.9 5.7 8.4 7.5 6.9 7.2 8.3U n sk illed plant _ 7.7 6.9 9.8 6.3 5.8 8.4 10.1

N on m an u factu rin g :O ffic e c l e r i c a l _____________________________________ 5.6 8.5 7.7 7.4 6.8 9.1 7.8E le c tro n ic data p ro c e s s in g _____________________ ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 )In d u str ia l n u r s e s _________________________________ ( 6 ) ( 6) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 )U n sk illed p la n t ____________________________________ 7.7 11.4 12.5 5.0 4.6 9.0 8.0

See foo tn o tes at end o f tab les .

A r e v is e d d e s c r ip t io n fo r com pu ter o p e ra to rs is being in troduced in this a rea in 197 8. Th e re v is e d d e s c r ip t io n is not con s id e red equ iva len t to the p rev iou s d escr ip tion . T h e r e fo r e , the ea rn in gs o f com p u ter o p e ra to rs a r e not used in com puting p e rcen t in c rea ses fo r the e le c tr o n ic data p ro c e s s in g group.


B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for inexperienced typists and clerks in Portland, Maine, December 1978

Minimum weekly stra ight-tim e sa lary 7

Inexperienced typists Other inexperienced cler ica i workers 8

A llindustries

Manufacturing Nonmanufacturing

A llindustries

Manufacturing Nonmanufacturing

Based on standard weekly hours 9 of— Basec on standard weekly hours 9 of—

A lls chedules

A llschedules 40 38 3 7 V2

A llschedules 40

A llschedules 40 38 3 772

E S T A B L I S H M E N T S S T U O IE O ------------------- 81 27 54 XXX XXX XXX 81 27 XXX 54 XXX XXX XX X

E S T A B L I S H M E N T S H AV IN G A S P E C I F I E DMINIMUM ------------------------------------------------ 13 2 i i 3 3 3 37 14 13 23 10 3 7

* 9 7 .SO AND UNDER * 1 0 0 . 0 0 --------------- - - - - - - 2 - 2 - - 2

* 1 0 0 . 0 0 AND UN0ER * 1 0 5 . 0 0 -------------- 1 - 1 - - - 3 - 3 _ 2 _* 1 0 5 . 0 0 AND UNDER * 1 1 U . O O -------------- 2 1 1 - 1 - 8 1 1 1 2 3* 1 1 0 . 0 0 AND UNOER * 1 1 5 . 0 0 -------------- 4 - 4 1 2 1 4 1 1 3 1 1 1* 1 1 5 . 0 0 AND UNDER * 1 2 0 . 0 0 --------------- 2 - 2 1 - - 1 - - 1 1 - -* 1 2 0 . 0 0 ANO UNOER * 1 2 5 . 0 0 --------------- 1 - 1 - - 1 5 4 4 1 1 -* 1 2 5 . 0 0 AND UNDER * 1 3 0 . 0 0 --------------- - - - - - - 1 1 1 - - - -* 1 3 0 . 0 0 AND UNDER * 1 3 5 . 0 0 --------------- - - - - - - 3 2 2 1 1 _

* 1 3 5 . 0 0 AND UNDER * 1 9 0 . 0 0 --------------- - - - - - - 3 3 3 - -* 1 9 0 . 0 0 ANO UNOER * 1 9 5 . 0 0 --------------- 2 “ 2 1 “ 1 2 - - 2 1 1

-* 1 5 0 . 0 0 AND UNDER * 1 5 5 . 0 0 --------------- - - - - - - - - - _ - - -* 1 5 5 . 0 0 AND UNDER * 1 6 0 . 0 0 --------------- - - - - - - - - - “ - -i l 6 J . C C AMD UNDDD S 1 6 5 • CC - ---- - - - - - - - - - - -* 1 6 5 . 0 0 AND UNDER * 1 7 0 . 0 0 --------------- - - - - - - - - - - - - -* 1 7 0 . 0 0 ANO UNDER * 1 7 5 . 0 0 --------------- - - - - - - - ~ - - -* 1 7 5 . 0 0 AND UNDER * 1 8 0 . 0 0 --------------- - - - - - - - - - - _* 1 8 0 . 0 0 AND UNDER * 1 8 5 . 0 0 --------------- - - - - - - - - - - - - -* 1 8 5 . 0 0 AND UNDER * 1 9 0 . 0 0 --------------- - - - - - - ~ - - - - -* 1 9 0 . 0 0 ANO UNDER * 1 9 5 . 0 0 --------------- 1 1 - - - - 1 1 1 - - - -* 1 9 5 . 0 0 ANO UNDER * 2 0 0 . 0 0 --------------- - - - - - - - - - - - - -* 2 0 0 . 0 0 AND UNOER * 2 0 5 . 0 0 --------------- - - - - - - - - - - - - -* 2 0 5 . 0 0 AND UNOER * 2 1 0 . 0 0 --------------- - - - - - - - - - - ~ - -* 2 1 0 . 0 0 ANO UNDER $ 2 1 5 . 0 0 --------------- - - - - - - - - - - - - -* 2 1 5 . 0 0 ANO UNDER * 2 2 0 . 0 0 --------------- - - - - - - - - - -* 2 2 0 . 0 0 ANO UNDER * 2 2 5 . 0 0 --------------- - - - - - - - - - -

* 2 2 5 . 0 0 ANO ONOER * 2 3 0 . 0 0 --------------- - - - - - - - - - - -* 2 3 0 . 0 0 AND UNDER * 2 3 5 . 0 0 --------------- - - - - - - - - - - - -* 2 3 5 . 0 0 AND UNOER * 2 9 0 . 0 0 --------------- - - - - - - 1 - 1 1 -* 2 9 0 . 0 0 ANO UNDER * 2 9 5 . 0 0 --------------- - - - - - - - - - - -* 2 9 5 . 0 0 ANO UNDER * 2 5 0 . 0 0 --------------- ” ~ ” ~ “ ~ 2 “ - 2 2 - _

E S T A B L I S H M E N T S H AV IN G NO S P E C I F I E DMINIMUM ----------------------------------------------------- 12 4 b XXX XXX XXX 25 1 1 XXX 14 XXX XXX XXX

E S T A B L I S H M E N T S WHICH D I D NOT EMPL OYWORKERS IN T H I S C AT EG O R Y ------------------- 56 21 35 XXX XXX XXX 19 2

__________________ 1

XXX

—

1 1 XXX XXX XXX

See footnotes at end o f tables.


Table B-2. Late-shift pay provisions for full-time manufacturing productionand related workers in Portland, Maine, December 1978( A l l fu l l- t im e m anu factu ring p rod u c tion and r e la ted w o rk e rs = 100 p e rc en t^

I t e mA l l w o r k e r s 10 W o r k e r s on l a t e s h i f t s

S ec o n d s h i f t T h i r d s h i f t S ec o n d s h i f t T h i r d s h i f t

P E R C E N T OF WORKERS

IN E S T A B L I S H M E N T S WITH L A T E S H I F T P R O V I S I O N S --------- 81 . 5 6 4 . 6 l b . l 6 . V

WITH NO PA Y D I F F E R E N T I A L FOR L A T E S H I F T WORK --------- - - - -

WITH PA Y D I F F E R E N T I A L FOR L A T E S H I F T UORK --------------- 61 . b 6 4 . tt l b . l 6 • VUNIFORM C E N T S - P E R - H O U R D I F F E R E N T I A L ----------------------- b4 . 6 3 V . V 6 . 6 3 • VUNIFORM P E R C E N T A G E D I F F E R E N T I A L ------------------------------- 26 .V 2 b .U 6 • b 3 . 0OTHER D I F F E R E N T I A L -------------------------------------------------------- “ - - "

AV ERA GE PA Y D I F F E R E N T I A L

UNIFORM C E N T S - P E R - H O U R D I F F E R E N T I A L -------------------------- 1 3 . U 1 7 . 2 1 2 . 9 1 8 . 3UNIFORM P E R C E N T A G E D I F F E R E N T I A L ---------------------------------- 10 .U 1 2 . 3 1 0 . 0 1 1 . 0

P E R C E N T OF WORKERS BY TY P E AND AMOUNT OF P A Y D I F F E R E N T I A L

u n i f o r m c e n t s - p e r - h o u r :5 C E N T S ------------------------------------------------------------------------ 1 . 1 . b6 C E N T S ------------------------------------------------------------------------ 3 . 7 - . 7 -7 C E N T S ------------------------------------------------------------------------ - 1 . 1 - . 18 C E N T S ------------------------------------------------------------------------ 3 . 7 . 210 C E N T S ---------------------------------------------------------------------- 1 9 . 7 2 . 7 3 . 1 • 412 C E N T S ---------------------------------------------------------------------- 2 . 1 2 . 1 1 . 0 -13 C E N T S ---------------------------------------------------------------------- 2 . / - • 2 -15 C E N T S ---------------------------------------------------------------------- 1 3 . 7 3 . 1 . 6 -17 C E N T S ---------------------------------------------------------------------- 7 . 6 7 . 6 1 . 5 . 319 C E N T S ---------------------------------------------------------------------- - 2 . 7 - -20 C E N T S ---------------------------------------------------------------------- 1 2 . 6 - 2 . 721 AND UNDER 22 C E N T S -------------------------------------------- 2 . 2 - • 4 -25 C E N T S ---------------------------------------------------------------------- 1 .V 1 . V • 6 . 13 0 C E N T S ---------------------------------------------------------------------- - 2 . 3 - . 2

u n i f o r m p e r c e n t a g e :10 P E R C E N T ------------------------------------------------------------------ 2 6 . V

.1 3 . 7 6 • b 2 . 4

15 P E R C E N T ------------------------------------------------------------------ 1 1 . 3

____ ;_____. 6

See footnotes at end o f tab les .


Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Portland, Maine, December 1978P rod u ction and re la ted w o rk e rs O ff ic e w o rk e rs

ItemA ll industries M anu facturing Nonm anu facturing P u b lic u t ilit ie s A l l industries M anu factu ring Nonm anu facturing Pu b lic u tilit ie s

P E R C E N T OF WORKERS BY SCH EOU LEO W E E K L Y HOURS AND D AYS

A L L F U L L - T I M E WORKERS --------------------- 10U 100 100 1U0 10U 100 1 0 0 100

3 0 HOUR S—5 D A Y S --------------------------------------- 1 _ 3 _ ( 12 ) _ ( 12 ) _3 5 H OU R S-b DAYS --------------------------------------- 1 - 4 - 1 3 - -36 HOUR S - A D A Y S --------------------------------------- - - - - 1 - 1 -36 1 /A HOURS—5 D A Y S ------------------------------- - - - - 4 - 5 -36 1 / 3 HOURS—5 DAYS ------------------------------- - - - - 3 - 4 -37 1 / 2 HOURS—5 OA YS ------------------------------- 3 2 5 - 42 8 5 0 263 6 H O U R S -5 DAYS --------------------------------------- - - - - 11 - 13 -AO H O U R S ----------------------------------------------------- 75 76 72 VA 3V 90 27 74

A 1 / 2 DAYS ------------------------------------------- 2 2 - 1 3 - -5 D A YS --------------------------------------------------- 73 74 72 VA 36 87 2 7 7 4

A2 H O U R S -5 OAYS --------------------------------------- 8 13 - - - - -4 2 1 / 2 H O U R S -5 D A YS ------------------------------- 1 - * - - - -AA HOURS ----------------------------------------------------- 4 - 10 - ( 1 2 ) - ( 1 2 ) -

5 D A YS --------------------------------------------------- 3 - ' - - - - -5 1 / 2 D AYS ------------------------------------------- ( 1 2 ) ( 1 2 ) - - - - -6 D A YS --------------------------------------------------- 1 - 2 - ( 1 2 ) - ( 1 2 ) -

A5 H O U R S -5 DAYS --------------------------------------- 1 2 - - - -A6 H O U R S -5 DAYS --------------------------------------- 2 3 - - - - - -A8 H O U R S -5 1 / 2 OA YS ------------------------------- 1 - 2 6 - - - -50 H O U R S -5 D AYS --------------------------------------- 3 6 “ “ -

AV ERA GE SCH E D U L ED W E E K L Y HOURS

A L L W E E K L Y WORK S C H E D U L E S ------------------- 4 0 . 6 4 1. 0 4 0 . 0 4 0 . 5 3 8 . 4 3 V . 7

________________________________

3 8 . 1 3 9 . 3

See footnote at end o f tables.


Table B-4. Annual paid holidays for full-time workers in Portland, Maine, December 1978

Item


A L L F U L L - T I M E WORKERS ----------------

IN E S T A B L I S H M E N T S NOT P R O V I D I N GP A ID H O L I D A Y S ---------------------------------

IN E S T A B L I S H M E N T S P R O V ID IN GP A IO H O L I D A Y S ---------------------------------

AVERAGE NUMBER OF P A I D H O L I D A Y S

FOR WORKERS I N E S T A B L I S H M E N T SP R O V ID IN G H O L I O A Y S ------------------------

P E RC E N T OF WORKERS B Y NUMBER OF P A ID H O L I D A Y S P R O V ID E D

1 H O L ID A Y ---------------------------------------------2 H O L ID A Y S -------------------------------------------5 H O L ID A Y S -------------------------------------------6 H O L ID A Y S -------------------------------------------7 H O L ID A Y S -------------------------------------------

P LU S 1 H A L F DAY ----------------------------P L U S 2 H A L F DAYS --------------------------

8 H O L IO A Y S -------------------------------------------P LU S 1 H A L F 0 A Y ----------------------------P L U S 2 H A L F OAYS --------------------------

9 H O L IO A Y S -------------------------------------------P L U S i H A L F DAY ----------------------------P L U S 2 H AL F DAYS --------------------------

10 H O L ID A Y S -----------------------------------------P L U S 1 H AL F DAY ----------------------------P LU S 2 H A L F DAYS --------------------------

11 H O L IO A Y S -----------------------------------------13 H O L IO A Y S -----------------------------------------

P E R C E N T OF WORKERS BY TO TA L P A IO H O L ID A Y T IM E PR O V IO E O 13

1 DAY OR MORE --------------------------------------2 DAYS OR MORE ------------------------------------5 OAYS OR MORE ------------------------------------7 DAYS OR MORE ----------------------------------7 1 / 2 D A YS OR MORE ----------------------------8 DAYS OR MORE ------------------------------------8 1 / 2 D A YS OR MORE ----------------------------9 OAYS OR MORE ------------------------------------9 1 / 2 OAYS OR MORE ----------------------------10 OAYS OR MORE ----------------------------------10 1 / 2 OAYS OR MORE --------------------------11 OAYS OR MORE ----------------------------------13 OAYS --------------------------------------------------

P r o d u c t i o n a nd r e l a t e d w o r k e r s O f f i c e w o r k e r s

A l l i n d u s t r i e s M a n u f a c t u r i n g N o n m a n u f a c t u r i n g P u b l i c u t i l i t i e s A l l i n d u s t r i e s M a n u f a c t u r i n g N o n m a n u f a c t u r i n g P u b l i c u t i l i t i e s

10U 100 100 100 100 1 0 0 1 0 0 1 0 0

b - 13 - ( 1 2 ) _ ( 1 2 )

9 5 100 8 / l o o 99 ( 1 0 0 9 9 l o o

8 . 9 9 . 2 8 . 3 1 0 . 0 9 . 7 9 . 6 9 . 8 1 0 . 5

i 22 - 4 - ( 1 2 ) - ( 1 2 ) _1 - 3 - ( 1 2 ) - ( 1 2 ) _1 i - - ( 1 2 ) t 1 2 ) ( 12 ) _V 4 16 6 6 1 73 b - - 1 3 -2 4 - - 1 3 _9 6 14 - b 10 34 6 - - 1 3 _

1 - 2 - 1 - 1l b 23 9 3 14 21 1 2 2

3 o - - 1 45 b - - 2 1 1

24 22 2b 65 b4 12 6 4 364 6 1 - 2 7 i2 3 - - 1 46 5 7 26 9 21 i 60

4*

'

9b 1 00 8 / ioo 99 1 0 0 9 9 1 0 094 1 00 8b 1 0 0 99 1 0 0 9 992 1 0 0 81 1 00 99 1 0 0 9 991 V 9 78 lU O 99 99 9 9 1 0 082 9 5 62 94 93 98 9 2 987b 8 9 62 94 9 J 96 9 2 9867 V 9 4b 94 8 7 83 b 9 9863 i 3 4b 94 87 80 8 94b * 0 36 91 73 39 7 6 9741 M4 36 91 72 55 76 9712 1 5 b 26 16 32 12 6 0

8 b 7 26 14 2b 1 1 6 0

________________________________

4 b

See foo tn o tes at end o f tab les .


Table B-5. Paid vacation provisions for full-time workers in Portland, Maine, December 1978

Item


A L L F U L L - T I M E WORKERS -------------

IN E S T A B L I S H M E N T S NOT P R O V I U I N bP A 1 0 V A C A T I O N S -----------------------------

IN E S T A B L I S H M E N T S P R O V I U IN GP A ID V A C A T IO N S -----------------------------

L E N G T H - O F - T I M E PAYMENT -----------P E R C E N T A G E PAYMENT -------------------OTHER PAYMENT -----------------------------

AMOUNT OF P A I D V A C A T IO N A F T E R : 14

6 MONTHS OF S E R V I C E :UNDER 1 WEEK -----------------------1 WEEK ----------------------------------OV ER 1 AND UNDER 2 WEEKS2 WEEKS --------------------------------

1 Y E A R OF S E R V I C E :1 WEEK ----------------------------------2 WEEKS --------------------------------3 WEEKS --------------------------------

2 Y E A R S OF S E R V I C E :1 WEEK ----------------------------------OV ER 1 AND UNDER 2 W EEKS2 WEEKS --------------------------------OV ER 2 ANU UNDER 3 WEEKS3 WEEKS --------------------------------

3 Y E A R S OF S E R V I C E :1 WEEK --------------------- ----------—OV ER 1 AND UNDER 2 W E E K S2 WEEKS --------------------------------OV ER 2 AND UNDER 3 WEEKS3 WEEKS --------------------------------

4 Y E A R S OF S E R V I C E :1 WEEK ----------------------------------OV ER 1 ANO UNDER 2 WEEKS2 W EEKS ------------------- -------------OV ER 2 ANO UNOER 3 WEEKS3 WEEKS --------------------------------

5 Y E A R S OF S E R V I C E :1 WEEK ----------------------------------2 WEEKS --------------------------------OV ER 2 AND UNDER 3 WEEKS3 W EEKS --------------------------------

10 Y E A R S OF S E R V I C E !1 WEEK ----------------------------------2 W EEKS --------------------------------OV ER 2 AND UNDER 3 WEEKS3 WEEKS --------------------------------OV ER 3 AND UNOER 4 WEEKS4 W EEK S --------------------------------

P r o d u c t i o n and r e l a t e d w o r k e r s O f f i c e w o r k e r s

A l l i n d u s t r i e s M a n u f a c t u r i n g N o n m a n u f a c t u r i n g P u b l i c u t i l i t i e s A l l i n d u s t r i e s M a n u f a c t u r i n g N o n m a n u f a c t u r i n g P u b l i c u t i l i t i e s

1UU 10U 100 1 00 100 100 1 0 0 1U0----------------—---------------

II

-

1UU

i

1UU

-

100 l o o 100 1 0 0

. . . -j

1 0 0 1007T 63 97 1 0 0 9b 91 9 9 l u u23 37 3 - 2 9 - -

1''

( 1 2 ) ( 1 2 )

12 2D|

7 n 7 124 22 26 37 45 46 4 5 66

1 2 16 - 2 2 -

5 “ 41 8 1 0 26

62 67 54 35 16 23 14 473B 33 46 65 81 59 6 6 33

- _3

16 ~ “

34 51 7 3 4 20 ( 1 2 ) -

61 42 90 9 2 91 60 9 8 932 ! 2 1 - 1 3 1 -1

j1 5 4 16 1 7

15 1 3 2 6 ( 1 2 ) _

3 4 - - -

B2 76 90 92 93 70 9 6 932 2 1 - 1 3 1 -

2 3 1 5 4 18|

1 7

Vj

*

7 3 1 7 ( 1 2 ) -i

84 60 90 9 2 89 71 9 4 932 2 ! 1 1 3 i -2 3 1 5 8 16 5

17

i 2 _ 1 ( 1 2 ) 1I

_ -

7 V 77 61 70 68 58 71 797 11 1 - i i 12 1 0

13 9 16 30 21 3 0 19 21

1i

2 _ 1 ( 1 2 ) 1 _“

23 19 34 8 11 8 _1

65 69 60 1 0 0 79 85 76 100

4 2i

6 - 6 3 7 :



Table B-5. Paid vacation provisions for full-time workers in Portland, Maine, December 1978— ContinuedP r o d u c t i o n and r e l a t e d w o r k e r s O f f i c e w o r k e r s

I t e mA l l i n d u s t r i e s M a n u f a c t u r i n g N o n m a n u f a c t u r ing P u b l i c u t i l i t i e s A l l i n d u s t r i e s M a n u f a c t u r i n g N o n m a n u f a c t u r i n g P u b l i c u t i l i t i e s

AMOUNT OF P A I D V A C A T IO N A F T E R 14- CON T IN UEO

12 Y E A R S OF S E R V I C E :1 WEEK ---------------------------------------------- 1 2 - - ( 12 ) 1 - -2 WEEKS --------------------------------------------- 2 0 12 32 - b V bOVER 2 AND UNOER 3 WEEKS ----------- - - - - b - 7 -3 WEEKS --------------------------------------------- 6 3 6b 3 7 85 74 81 7 2 bbOVER 3 ANO UNDER 4 WEEKS ----------- l u 16 - 1 6 - -4 WEEKS -------------------------------------------- 5 2 11 15 11 3 13 12

15 Y E A R S OF S E R V I C E :1 WEEK ---------------------------------------------- 1 2 - - ( 1 2 ) 1 - -2 WEEKS --------------------------------------------- 16 V 2b - 6 b 6 -3 WEEKS --------------------------------------------- 41 4 6 33 27 42 4 V 4 1 b lOVER 3 AND UNDER 4 WEEKS ----------- 1U 16 ~ - V 6 10 -4 WEEKS -------------------------------------------- 32 27 3V 73 43 3 V 4 3 4 V

20 Y E A R S OF S E R V I C E :1 WEEK ---------------------------------------------- 1 2 _ 1 1 2 ) 12 WEEKS --------------------------------------------- 16 V 27 6 b 6 -3 WEEKS -------------------------------------------- 22 I V 23 b V 11 V 2OVER 3 AND UNOER 4 WEEKS ----------- - - - b - 1 0 -4 WEEKS --------------------------------------------- 46 52 33 67 6 V bV 7 2 b l5 WEEKS -------------------------------------------- 16 17 13 25 b 23 4 l b

25 Y E A R S OF S E R V I C E :1 WEEK ---------------------------------------------- i 2 _ _ ( 1 2 ) i2 WEEKS --------------------------------------------- 13 V 23 - 5 s 4 -3 WEEKS -------------------------------------------- 22 I V 26 b V 11 V 2OVER 3 AND UNDER 4 WEEKS ----------- - - - 2 - 3 -4 WEEKS -------------------------------------------- 31 43 13 10 63 44 6b 135 WEEKS -------------------------------------------- 3U 27 33 / 6 17 21 16 6 36 WEEKS -------------------------------------------- 1 2 6 4 18 ( 1 2 ) 2

3 0 Y E A R S OF S E R V I C E : *1 WEEK ---------------------------------------------- 1 2 - - ( 1 2 ) 1 - -2 WEEKS --------------------------------------------- l b V 2b - b b 4 -3 WEEKS --------------------------------------------- 22 I V 26 8 V 11 V 2OVER 3 AND UNDER 4 WEEKS ----------- - - 2 - 3 -4 WEEKS ---------------------------------------- -- 31 4 3 12 6 63 44 67 V5 WEEKS --------------------------------------------- I V V 36 80 16 14 16 bb6 WEEKS --------------------------------------------- 12 lb 2 6 b 25 ( 1 2 ) 2

* E s tim a tes

See foo tnotes

o f p ro v is

at end o f

ions fo r lo n g e r p e r iod s o f s e r v ic e a re id en tica l,

t a b le s .


Table B-6. Health, insurance, and pension plans for full-time workers in Portland, Maine, December 1978

I t e m


A L L F U L L - T I M E WORKERS -----------

IN E S T A B L I S H M E N T S P R O V I D I N G AT L E A S T ONE OF THE B E N E F I T S SHOWN B E L O W 15 --------------------------------

L I F E IN S U R A N C E -------------------------------N ONCONTRIB UTO RY P L A N S --------------

A C C I D E N T A L DEATH ANDDI SM EM BERM EN T IN S U R A N C E ------------

NONCON TRIBUTO RY P L A N S --------------

S I C K N E S S AND A C C I O E N T IN S U R A N C E OR S I C K L E A V E OR BOTH 16--------------

S I C K N E S S AND A C C IO E N TIN S U R A N C E -----------------------------------

N ONCONTRIB UTO RY P L A N S ---------S I C K L E A V E ( F U L L PA Y ANO NO

W A IT IN G P E R I O O ) -----------------------S I C K L E A V E ( P A R T I A L PA Y OR

W A IT IN G P E R I O O ) -----------------------

LON G -T ERM D I S A B I L I T YIN S U R A N C E ---------------------------------------

NONCON TRIBUTO RY P L A N S -------------

H O S P I T A L I Z A T I O N IN S U R A N C E ---------NONCON TRIBUTO RY P L A N S -------------

S U R G I C A L I N S U R A N C E -----------------------NONCON TRIBUTO RY P L A N S -------------

M ED IC A L IN S U R A N C E -------------------------N ONCONTRIB UTO RY P L A N S -------------

MAJOR M E D IC A L IN S U R A N C E -------------N ONCONTRIB UTO RY P L A N S -------------

OEN TAL IN S U R A N C E ---------------------------N ONCONTRIB UTO RY P L A N S -------------

R E T I R E M E N T P E N S IO N -----------------------N ONCONTRIBU TO RY P L A N S -------------

P rod u ction and re la ted w o rk e rs O ff ic e w o rk e rs

A l l industries M anu facturing Nonm anu facturing P u b lic u t il it ie s A l l indu stries M anu facturing Nonm anu facturing P u b lic u tilit ie s

1 00 ____________ 100 100 l o o 100 100 10U 100

9b 100 96 l u o 99 100 9 9 100

92 97 84 97 9b 98 94 98l b bb bb 93 82 70 84 94

77 86 63 81 70 84 67 90bb 7 1 40 81 b9 70 b b 90

l b 76 73 82 89 90 8 9 b2

b b 7 0 34 22 40 42 4 047 64 22 22 38 41 3 7 11

39 2b 61 82 04 74 8 6 b2

2 2 2 - 1 - 1 -

32 33 30 b4 70 61 7 3 3317 12 23 b4 62 40 6 8 28

97 99 94 1 00 99 99 9 9 10064 80 40 94 70 81 67 90

97 99 94 l u o 99 99 9 9 l o o64 BO 40 94 70 61 6 7 98

97 99 93 1U0 99 99 v v 1 0064 60 40 94 70 81 67 98

9b 96 93 v s 99 99 9 9 9364 / 9 41 89

1 77 B3 l b 911

1 / 1 1 2 7 72 23 27 2 2l b 1 1 21 6S 17 23 l b 70

84 6b 7/ B7 9b 94 9 3 bb72 79 61 79

________________________________

84 81

i________________________________

OS

_46

See footnotes at end of tables,


Table B-7. Life insurance plans for full-time workers in Portland, Maine, December 1978P r o d u c t i o n a n d r e l a t e d w o r k e r s Office \workers

I t e mA ll industries Manufacturing A ll industries Manufacturing

A l lplans 17

Noncontributory plans 17

A llplans 17


a hplans 17

Noncontributory plans 1 ‘

A llplans 17


T Y P E OF PLAN ANO AMOUNT OF IN S U R A N C E

A L L F U L L - T I M E WORKERS ARE P R O V IO E O THE SAME F L A T - S U M D O LL AR AMOUNT:

P E R C E N T OF A L L F U L L - T I M E W O R K E R S --------------------- 6 0 4V 71 6 5 32 2S 41 3 VAMOUNT OF IN S U R A N C E P R O V I D E O : 19

M E A N -------------------------------------------------------- $f> ? 200 S S * 20U S b O U U s s » so u OUO S S . 4 U U Sb fV U O S6v UUOMEDIAN ----------------------------------------------------- * s » o o o s s . o u o S S .O U U * s » uoo S 5 . 0 0 U S b t 0 0 0 s s . u u u » S t uuoM ID D LE RANGE <SO P E R C E N T ) ------------------- S 2 t S 0 0 - btOUU $2 t 2 0 U - 8 » 000 S3 * OU U— d tb U U S21 b i l l )— $3 *0 0 0 - 8 . 0 0 U * S » 0 0 0 - 6 t UOO S 3 t U U U - 6 t UOU S 2 1 3UU— 6 v UUUM ID D LE RANGE <BU P E R C E N T ) ------------------- S I . U O U - 8» SOU S l t O O U - 8 t b 0 0 S21 UU 0— t t t 5 0 0 S l f U U U - b fb U U S l r O O O - tttOOU S 2 t O U U - l O t O O O S 2 . U U U - 1 S . 0 U 0 * 2 f U U 0 —I S f U U O

AMOUNT OF IN S U R A N C E I S BA S E D ON A SCH E D U L E WHICH I N D I C A T E S A S P E C I F I E D D O LLAR AMOUNT OF IN S URANCE FOR A S P E C I F I E D LE N G TH OF S E R V I C E :

P E R C E N T OF A L L F U L L - T I M E WORKERS 18--------------------- * 2 - i 1 “AMOUNT OF IN S U R A N C E P R O V ID E D 19A F T E R :

6 MONTHS OF S E R V I C E :M E A N -------------------------------------------------------- ( 6 ) ( 0 ) - - ( 6 ) (6 )MEDI A N ---------------------------------------------------------- ( 6 ) ( 6 ) - ( 8 ) ( 8 ) -M ID D LE RANGE ( S O P E R C E N T ) --------------------- ( 6 ) ( 6 ) - - ( 8 ) ( 8 ) - *M ID D LE RANGE <80 P E R C E N T ) --------------------- ( 6 ) ( 6 ) - - ( 6 ) ( 8 ) -

1 YEAR OF S E R V I C E :M E A N -------------------------------------------------------------- ( 8 , ( 6 ) “

_ ( 6 ) ( 8 ) _ _

MEOIAN ---------------------------------------------------------- ( 6 ) ( 6 ) - ( 6 ) ( 6 ) -M ID D LE RAN6E ( S O P E R C E N T ) --------------------- ( 6 ) ( 6 ) - - ( 6 ) ( 6 ) - -

M ID D LE RANGE ( 8 0 P E R C E N T ) --------------------- ( 6 ) ( 6 ) - - ( 8 ) ( 6 ) -5 Y E A R S OF S E R V I C E :

M E A N -------------------------------------------------------------- ( 6 ) ( 0 ) “ - ( 6 ) ( 6 ) _ _

MEDIAN ---------------------------------------------------------- ( 6 ) ( 6 ) - ( 8 ) ( 6 ) -M ID D LE RANGE ( SU P E R C E N T ) --------------------- ( 6 ) ( 8 ) ( 8 ) ( 8 ) -M ID D LE RANGE ( 8 0 P E R C E N T ) --------------------- ( 6 ) ( 8 ) - ( 8 ) ( 8 ) - “

10 Y L A R S OF S E R V I C E :M E A N -------------------------------------------------------------- ( 6 ) ( 8 ) - ( 6 ) (6 ) _ -

MEDIAN ---------------------------------------------------------- ( 6 ) ( 8 ) ~ “ ( 8 ) ( 8 ) -MIOOLE RANGE ( S O P E R C E N T ) --------------------- ( 6 ) ( 8 ) - - ( 6 ) ( 6 ) -M ID DLE RANGE ( 8 0 P E R C E N T ) --------------------- ( 6 ) ( 6 ) - ( 8 ) ( 6 ) -

2 0 Y E A R S OF S E R V I C E :M E A N -------------------------------------------------------------- ( 6 ) ( 8 ) “ ( 8 ) ( 8 ) - -

MEDIA N ---------------------------------------------------------- ( 6 ) ( 6 ) - - ( 8 ) ( 8 ) - -MIOOLE RANGE ( S O P E R C E N T ) --------------------- ( 6 ) ( 8 ) - ■ ( 6 ) ( 6 ) -MIO OLE RANGE ( 8 0 P E R C E N T ) --------------------- ( 6 ) ( 8 ) ( 6 ) ( 8 )

____________ _____See foo tnotes a t end o f tab les .


Table B-7. Life insurance plans for full-time workers in Portland, Maine, December 1978— ContinuedP rod u ction and re la ted w o rk e rs O ffic e w o rk e rs

Ite m

T Y P E OF PLA N AND AMOUNT OF I N S U R A N C E - C O N T I N U E D

AMOUNT OF IN S U R A N C E I S B A S E D ON A S C H ED UL E UNICH I N D I C A T E S A S P E C I F I E D D O L L A R AMOUNT OF IN S U R A N C E FOR A S P E C I F I E D AMOUNT OF E A R N IN G S :

P E R C E N T OF A L L F U L L - T I M E W O R K E R S 18----------------AMOUNT OF IN S U R A N C E P R O V ID E O 19 I F t

ANNUAL E A R N IN G S ARE * 5 . 0 0 0 1M E A N --------------------------------------------------------MEDIA N ----------------------------------------------------M ID D LE RANGE ( S O P E R C E N T ) --------------M ID D LE RANGE ( 8 0 P E R C E N T ) --------------

ANNUAL E A R N IN G S ARE S l O t U O O :M E A N --------------------------------------------------------MEDIA N ----------------------------------------------------M ID D LE RANGE ( S O P E R C E N T ) --------------M IO D LE RANGE ( 8 0 P E R C E N T ) --------------

ANNUAL E A R N IN G S ARE * 1 5 . 0 0 0 :M E A N --------------------------------------------------------MEDIA N ----------------------------------------------------M IO D LE RANGE ( 5U P E R C E N T ) --------------M ID D LE RANGE ( 8 0 P E R C E N T ) --------------

ANNUAL E A R N IN G S ARE * 2 0 . 0 0 0 :M E A N --------------------------------------------------------MEDIA N ----------------------------------------------------M ID D LE RANGE ( S O P E R C E N T ) --------------MIO OLE RANGE ( 8 0 P E R C E N T ) --------------

AMOUNT OF IN S U R A N C E I S E X P R E S S E D A S A FAC TO R OF ANNUAL E A R N I N G S : 20

P E R C E N T OF A L L F U L L - T I M E W O R K E R S 18-------------------F A C T O R OF ANNUAL E A R N IN G S USED TO C A L C U L A T E

AMOUNT OF I N S U R A N C E : 19 20M E A N ----------------------------------------------------------MEDIAN -------------------------------------------------------M ID D LE RANGE ( S O P E R C E N T ) -----------------MIO OLE RANGE ( 8 0 P E R C E N T ) -----------------

P E R C E N T OF A L L F U L L - T I M E WORKERS COVEREU BY P L A N S NOT S P E C I F Y I N G A MAXIMUM AMOUNT OFIN S U R A N C E --------------------------------------------------------------

P E R C E N T OF A L L F U L L - T I M E WORKERS COVEREO BY P L A N S S P E C I F Y I N G A MAXIMUM AMOUNT OFIN S U R A N C E --------------------------------------------------------------

S P E C I F I E D MAXIMUM AMOUNT OF I N S U R A N C E : 19M E A N ----------------------------------------------------------MEDIA N ------------------------------------------------------M ID D LE RANGE ( 5 0 P E R C E N T ) ----------------M ID D LE RANGE ( 8 0 P E R C E N T ) -----------------

A l l indu stries M anufacturing A l l in du stries M anufacturing

A l l N on con tribu tory A ll N on con tribu tory A ll N on con tribu tory A ll N oncon tribu toryplans 17 plans 17 plans 17 plans 17 plans 17 plans 17 plans 17 plans 17

V 7 1 1 10

$5*200 *9 .800 - * 5 . 400 $4 • VOU$3*000 (6 ) - $3*000 ( 6 ) -

* s , u o o - s . u o o ( 6 ) - - *5 .0 0 0 - 5.000 < 6 ) _

S3 t 700- b*()00 (6 ) - $4*500- 5*000 (6 ) -

* 12 * 200 *12.000 - *13.800 *13.500 _$10*000 (6 ) - *15.000 ( 6 ) _ _

!$ 10 ? 000- lUtUUU ( 6 ) - _ $10*000-15*000 (6 ) _ _j *5 .700-25.1)00 (6 ) *8 .3 0 0 -2 2 .0 0 0 (6 ) _

-

*16.600 *17.000 - $16*400 $ 13 * 60U _*15.000 (6 ) - - *15.000 (6 ) _

1*15.000-15.000 (6 ) - * 15.000-15 .000 ( 6 ) -!$ 10 *000-25*000 ( 6 ) _ - $ 15*000-25* 000 (6 ) ”

$25*000 *25.200I

*20 .600 $ 1V * 3UU _

5 2 0 .OCC < o i - *15 .000 (6 ) - -:$ 20 * 000- 2 5* UOO (6 ) - *1 5 .0 0 0 -2 0 . 000 (6 ) _

S20*000-42*UU0 (6 )

\

*15 *000-92* 000 (6 ) _

15 12 lb\

141

4 4 3 V 51 23

1.4b 1.4b 1.56 1.58 1.69 1.6b 1.58 1.3b1. 30 1.50 1.30 2.00 1.50 1.31) 2.00 l.UO

1.00-2 .00 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 1 .5 0 -2 .0 0 1 .5 0 -1 .5 0 1•00—2•00 ; 1 .1)0-2. OU1.00-2 .00 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 1 .0 0 -2 .0 0 1 .0 0 -3 .0 0 1.00-3.UO 1.00-2.UU | 1 .0 0 -2 .0 0

|

13 10 16 1 1 33 31 311

23

2!

i2 3 3 12 b 20 2

(6 ) (6 ) <6 ) (6 ) *191.100 $207*900 (6 ) (6 )( 6 ) (6 ) (6 ) (6 ) *150.000 ( 6 ) ( 6 ) <6 )<61 ( 6 ) ( 6 ) ( 6 > *1 50 .000-250 .000 ( 6 ) ( 6 ) ( 6 )( 6 ) ( 6 , <6 ) <6 ) *1 50 .00 0-250 .000 ( 6 ) (6 ) <6 )

AMOUNT OF IN S U R A N C E I S BA S E D o f p l a n :

P E R C E N T OF A L L F U L L - T I M E

ON SOME OTHER TYPE

W O R K ER S 1 8 ----------------- 6 6 8

i

8 7 7!

---------- L

6 6



Footnotes

Some of these standard footnotes may not apply to this bulletin.

1 Standard hours r e f le c t the workweek fo r which em ployees r ece ive their regu lar s tra igh t-t im e sa la r ies (exc lusive of pay fo r o ve r t im e at r e g ular and/or p rem ium ra tes ) , and the earnings correspond to these weekly hours.

2 The mean is computed fo r each job by totaling the earnings of all w o rkers and dividing by the number of w o rke rs . The median d e s ig nates position— half o f the w o rk e rs r ece ive the same o r m ore and half r e ceive the same o r less than the rate shown. The m iddle range is defined by two rates o f pay; a fourth of the w orkers earn the same or less than the low er o f these rates and a fourth earn the same o r m ore than the higher rate.

3 Earnings data rela te only to w orkers whose sex identif ication was provided by the establishment.

4 Excludes p rem ium pay fo r o ve r t im e and fo r work on weekends, holidays, and late shifts.

5 Estim ates fo r per iods ending p r io r to 1976 relate to men only for sk il led maintenance and unskilled plant w orkers . A l l other estimates r e late to men and women.

6 Data do not m ee t publication c r i t e r ia o r data not available.7 F o rm a l ly established minimum regu lar s tra igh t-t im e hiring sa l

ar ies that are paid fo r standard workweeks.8 Excludes w o rke rs in subc ler ica l jobs such as m essenger .9 Data are presented fo r all standard workweeks combined, and for

the most common standard workweeks reported.10 Includes all production and related w orkers in establishments

Currently operating late shifts, and establishments whose fo rm a l provis ions cover late shifts, even though the establishments w e re not currently operating late shifts.

11 L ess than 0.05 percent.12 L ess than 0.5 percent.13 A l l combinations o f full and half days that add to the same amount;

fo r exam ple, the p roport ion of w o rkers rece iv ing a total o f 10 days includes those with 10 fu ll days and no half days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. P roport ions then w ere cumulated.

14 Includes payments other than " length o f t im e , " such as percentage of annual earnings or f la t-sum payments, converted to am equivalent t im e basis; fo r example, 2 percent of annual earnings was considered as 1 week 's pay. Per iods of s e rv ice are chosen a rb i t ra r i ly and do not n ecessa r i ly re f le c t individual provisions for p rogress ion ; f o r exam ple , changes in proportions at 10 yea rs include changes between 5 and 10 y ea rs . Estimates are cumulat ive . Thus, the proportion e l ig ib le fo r at least 3 w eeks ' pay a fter 10 yea rs includes those el ig ib le for at least 3 w eeks ' pay a fte r few e r y ea rs o f s e rv ic e .

15 Estimates listed after type o f benefit are fo r a l l plans fo r which at least a part of the cost is borne by the em p loyer . "Noncontr ibutory plans" include only those financed en t ire ly by the em ployer . Excluded are lega l ly required p lans , such as w o rk e r s ' d isab il i ty compensation, soc ia l s e curity, and ra i lroad ret irement.

16 Unduplicated total of w o rk e rs rece iv in g sick leave o r s ickness and accident insurance shown separately be low. Sick leave plans are l im ited to those which definitely establish at least the m in im um number of days ' pay that each employee can expect. In fo rm a l s ick leave a llowances determ ined on an individual basis are excluded.

17 Estimates under " A l l p lans" re la te to all plans for which at least a part o f the cost is borne by the em p loyer . Estim ates under "N on con tr ib utory plans" include only those financed en t ire ly by the em p loyer .

18 F o r "A l l indu s tr ies ," all fu l l - t im e production and rela ted w orkers o r o f f ice workers equal 100 percent. F o r "M an u fac tu r ing ," all fu l l - t im e production and related workers or o f f ic e w o rk e rs in manufacturing equal 100 pe rcent.

19 The mean amount is computed by multip lying the number of workers prov ided insurance by the amount of insurance provided , totaling the p rod ucts, and dividing the sum by the number of w o rk e rs . The median indicates that half of the w orkers are prov ided an amount equal to o r sm a l le r and half an amount equal to or la r g e r than the amount shown. M iddle range (50 p e r cent)— a fourth of the w orkers are p rov ided an amount equal to o r less than the sm a lle r amount and a fourth are p rov ided an amount equal to o r m ore than the la rge r amount. Middle range (80 p ercen t )— 10 percent of the w o rk e rs are provided an amount equal to o r less than the s m a l le r amount and 10 percent are provided an amount equal to o r m o re than the l a r g e r amount.

20 A factor of annual earnings is the number by which annual earnings are multiplied to determine the amount o f insurance provided. F o r exam ple, a factor of 2 indicates that for annual earnings of $ 10,000 the amount of insurance provided is $ 20, 000.


Appendix A. Scope and Method of Survey

In each o f the 75 1 areas currently surveyed, the Bureau obtains wages and re la ted benefits data f ro m representative establishments within six broad industry d iv isions: Manufacturing; transportation, communication,and other public util i t ies ; wholesa le trade; reta i l trade; finance, insurance, and rea l estate; and s e rv ic e s . Government operations and the construction and ex trac t ive industries are excluded. Establishments having few e r than a p re s c r ib ed number o f w o rk e rs are also excluded because of insufficient employm ent in the occupations studied. Appendix table 1 shows the number o f establishments and w orke rs estimated to be within the scope of this survey , as w e l l as the number actually studied.

Bureau f ie ld represen ta t ives obtain data by personal v is i ts at 3 -yea r in terva ls . In each o f the two intervening y ea rs , information on employment and occupational earnings only is co llected by a combination of personal v is i t , m a i l questionna ire , and telephone in terv iew f rom establishments part ic ipating in the prev ious survey.

A sample o f the establishments in the scope of the survey is se lec ted fo r study p r io r to each personal v is i t survey. This sample, less estab lishments which go out o f business o r are no longer within the industrial scope of the survey , is reta ined fo r the following two annual surveys. In m ost cases , estab lishm ents new to the area are not considered in the scope o f the survey until the se lec t ion of a sample for a personal v is i t survey.

The sampling procedures involve detailed strat i f ica t ion o f all estab lishments within the scope o f an individual area survey by industry and number of em p loyees . F r o m this s tratif ied universe a probability sample is se lec ted , with each establishment having a p redeterm ined chance o f se lection . To obtain optimum accuracy at minimum cost, a g rea te r proport ion of la rge than sm a ll establishments is selected. When data are combined, each estab lishment is weighted according to its probability of se lec t ion so that unbiased est im ates are generated. F o r exam ple, i f one out o f four estab lishments is se lec ted , it is g iven a weight o f 4 to represen t i t s e l f plus three others. An alternate of the same or ig ina l probab il ity is chosen in the same in du s try -s iz e c lass if icat ion if data are not available f r o m the o r ig in a l sample m em b er . If no suitable substitute is availab le , additional weight is assigned to a sample m em ber that is s im i la r to the m iss in g unit.

1 Included in the 75 areas are 5 studies conducted by the Bureau under contract. These areas are Akron, Ohio; Birmingham, A la .; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va.—N.C. ; Poughkeepsie—Kingston—Newburgh, N .Y . ; and Utica—Rome, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas at the request o f the Employment Standards Administration of the U. S. Department of Labor.

Occupations and earnings

Occupations se lected fo r study are common to a var iety of manufacturing and nonmanufacturing industr ies , and are of the following types: (1)O ff ice c le r ica l ; (2) p ro fess iona l and technical; (3) maintenance, too lroom , and powerplant; and (4) m ate r ia l m ovement and custodial. Occupational c lass if ica t ion is based on a uniform set of job descriptions designed to take account of interestablishment var ia t ion in duties within the same job. Occupations se lected fo r study are l is ted and descr ibed in appendix B.

Unless otherw ise indicated, the earnings data fo llow ing the job titles are fo r all industries combined. Earnings data for some of the occupations l is ted and descr ibed , or fo r some industry d iv isions within the scope of the survey, are not presented in the A - s e r i e s tables because either (1) em ployment in the occupation is too small to prov ide enough data to m er it p resentation, o r (2) there is poss ib i l i ty of d isc losure of individual establishment data. Separate m en 's and wom en 's earnings data are not presented when the number o f workers not identif ied by sex is 20 percent or m ore of the men o r women identif ied in an occupation. Earnings data not shown separately fo r industry d iv isions are included in data fo r all industries combined. L ik ew ise , fo r occupations with m ore than one le v e l , data are included in the o v e ra l l c lass if ica t ion when a subclassif ication is not shown or information to subclassify is not available.

Occupational employment and earnings data are shown for fu ll- t im e w o rk e rs , i .e . , those hired to work a regu lar week ly schedule. Earnings data exclude prem ium pay fo r over t im e and fo r work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cos t-o f- l iv ing a llowances and incentive bonuses are included. W eek ly hours for off ice c le r ic a l and p ro fess iona l and technica l occupations r e fe r to the standard workweek (rounded to the nearest half hour) for which employees rece ive regu lar s tra igh t-t im e sa lar ies (exc lusive of pay fo r overt im e at regular and/or p rem ium rates ). A ve ra ge week ly earnings fo r these occupations are rounded to the nearest half dollar. V e r t ica l l ines within the distribution o f w orkers on some A -tab les indicate a change in the size of the class interva ls .

These surveys m easure the le v e l o f occupational earnings in an area at a part icu lar t im e. Comparisons of individual occupational averages over t im e m ay not re f le c t expected wage changes. The averages for individual jobs are a ffected by changes in wages and employment patterns. F o r example, proportions of w orkers employed by high- or low -wage f irm s may change, o r high-wage w o rk e rs may advance to better jobs and be replaced by new w orkers at low er rates. Such shifts in employment could decrease an occupational average even though m ost establishments in an area increase wages during the yea r . Changes in earnings of occupational groups, shown in table A - 7, are be tter indicators of wage trends than are earnings changes for individual jobs within the groups.


A ve ra g e earnings re f le c t com pos ite , areaw ide est im ates . Industries and establishments d i f fe r in pay l e v e l and job staff ing, and thus contribute d if ferently to the es t im ates fo r each job. P a y ave rages m ay fa i l to re f le c t accurate ly the wage d i f fe ren t ia l among jobs in individual estab lishments.

A v e ra g e pay le v e ls f o r m en and women in se lec ted occupations should not be assumed to r e f le c t d if fe rences in pay o f the sexes within individual estab lishm ents. F ac to rs which m ay contribute to d i f fe rences include p ro g ress io n within estab lished rate ranges (only the rates paid incumbents are co l le c ted ) and pe r fo rm an ce o f spec i f ic duties within the genera l survey job descr ip t ions. Job descr ip t ions used to c la ss i fy em p loyees in these surveys usually are m ore g en e ra l iz ed than those used in individual establishments and a l low fo r m inor d i f fe rences among estab lishments in spec if ic duties p e r fo rm ed .

Occupational em ploym ent est im ates represen t the to ta l in a l l e s tab lishments within the scope o f the study and not the number actually surveyed. Because occupational structures among establishments d i f fe r , es t im ates o f occupational employm ent obtained f r o m the sample o f establishments studied serve only to indicate the r e la t iv e im portance o f the jobs studied. These d if ferences in occupational structure do not a ffect m a te r ia l ly the accuracy of the earnings data.

Wage trends f o r se lec ted occupational groups

The percent in c reases presented in table A -7 are based on changes in average hourly earnings o f m en and women in establishments report ing the trend jobs in both the current and prev ious y ea r (matched establishments). The data are adjusted to rem ove the e f fec t on average earnings of em p lo y ment shifts among estab lishm ents and tu rnover o f establishments included in survey sam ples. The percen t in c rea s es , h ow ever , are s t i l l a f fected by factors other than wage inc reases . H ir ings , la yo f fs , and turnover m ay affect an estab lishm ent ave rage fo r an occupation when w o rk e rs are paid under plans p rov id ing a range o f wage rates f o r individual jobs. In per iods o f increased h ir ing , f o r exam ple , new em p loyees m ay enter at the bottom of the range, depressing the ave rage without a change in wage rates.

The percent changes re la te to wage changes between the indicated dates. When the t im e span between surveys is other than 12 months, annual rates are shown. (It is assumed that wages inc rease at a constant rate between su rveys . )

Occupations used to compute wage

O f f ic e c l e r ic a l

S ec re ta r ie sStenographers , g en era l Stenographers , sen ior T yp is ts , c lasses

A and BF i le c le rk s , c lasses A ,

B , and C M essen g e rs Switchboard opera tors

trends are:

O f f ic e c l e r i c a l— Continued

O rd e r c le rk s , c lasses A and B

Accounting c le rk s , c lasses A and B

B ookkeeping -machine op e ra to rs , c lass B

P a y r o l l c le rks K ey entry opera tors ,

c lasses A and B

E lectron ic data p ro c e s s in g 2

Computer systems analysts, c lasses A, B, and C

Computer p ro g ra m m ers , c lasses A , B, and C

Industrial nurses

Reg is te red industrial nurses

Skilled maintenance

CarpentersElect ricians

P ercen t changes fo r indivic as fo l lows :

Skilled maintenance—Continued

P a in tersMachin istsM echanics (m ach inery )M echanics (m oto r v eh ic le )P ip e f i t t e r sT o o l and die m akers

U nsk il led plant

Jan itors , p o r te rs , and cleane rs

M a te r ia l handling lab ore rs

areas in the p ro g ra m are computed

1. A ve ra ge earnings are computed fo r each occupation fo r the 2 yea rs being com pared . The ave rages are de r ived f r o m earnings in those estab lishm ents which are in the survey both yea rs ; it is assumed that employm ent remains unchanged.

2. Each occupation is ass igned a weight based on its proportionate employm ent in the occupational group in the base year.

3. These weights are used to compute group ave ra ges .Each occupation's ave rage earnings (computed in step 1) is multip lied by its weight. The products are tota led to obtain a group ave rage .

4. The ratio o f group ave ra ges f o r 2 consecutive y ea rs is computed by dividing the ave ra ge fo r the current y ea r by the average fo r the e a r l i e r y ea r . The resu lt— expressed as a percent— less 100 is the percen t change.

F o r a m ore detailed descr ip t ion o f the method used to compute these wage trends, see " Im p rov in g A r e a W age Survey In d e x e s , " Monthly Lab o r R e v ie w , January 1973, pp. 52-57.

Establishment pract ices and supplem entary wage prov is ions

The incidence o f se lec ted estab lishm ent p ra c t ice s and supplementary wage prov is ions is studied fo r fu l l - t im e production and re la ted w o rk e rs and o f f ic e w o rkers . Production and re la ted w o rk e rs ( r e f e r r e d to h e rea f te r as production w o rk e rs ) include w ork ing su perv iso rs and a l l non su perv iso ry w o rk e rs (including group leaders and t ra in e e s ) engaged in fabricat ing , p ro cess in g , assembling, inspection, r e c e iv in g , s to rage , handling, packing, warehousing, shipping, maintenance, r ep a ir , jan i to r ia l and guard s e r v ic e s , product development, aux i l ia ry production fo r p lant 's o w n use (e .g . , powerplant), and recordkeep ing and other s e rv ic e s c lose ly a s s o c i ated with the above production operations . (C a fe t e r ia and route w o rk e rs

2 The earnings o f computer operators are not included in the wage trend computation ror this group. A revised job description is being introduced in this survey which is not equivalent to the previous description.


are excluded in manufacturing industries but included in nonmanufacturing industr ies . ) In f inance and insurance, no workers are considered to be production w o rk e rs . O f f ic e w o rk e rs include working superv isors and all non- su perv iso ry w o rk e rs (including lead w o rkers and tra inees ) p e r fo rm ing c le r i c a l o r re la ted o f f ic e functions in such departments as accounting, advert is ing , purchasing, co l lec t ion , cred it , finance, lega l, pay ro l l , personnel, sa les , industr ia l re la t ions , public relations, executive, or transportat ion. A d m in is tra t iv e , execu t ive , p ro fess iona l , and part- t im e em ployees as w e l l as construction w o rk e rs u ti l ized as separate work forces are excluded f ro m both the production and o f f ic e w o rk e r categor ies .

M in im um entrance sa la r ie s (table B - l ) . Minimum entrance sa la r ies fo r o f f ic e w o rk e rs re la te only to the establishments v is ited. Because o f the optim um sampling techniques used and the probability that la rge estab l ish ments are m o re l ik e ly than sm a l l establishments to have fo rm a l entrance rates above the su b c le r ica l l e v e l , the table is m ore represen tative o f po l ic ies in m ed ium and la rge estab lishments. (The " X ' s " shown under standard w eek ly hours indicate that no meaningful totals are applicable.)

Shift d i f fe ren t ia ls --- manufacturing (table B - 2 ) . Data w e re co l lec tedon p o l ic ies o f manufacturing establishments regard ing pay d if ferentia ls for production w o rk e rs on late shifts. Establishments considered as having p o l ic ie s a re those which (1) have prov is ions in wr it ing cover ing the operation o f late shifts , o r (2 ) have operated late shifts at any tim e during the 12 months p reced ing a survey . When establishments have s e ve ra l d if ferentia ls which va ry by job , the d i f fe ren t ia l applying to the m a jor ity o f the production w o rk e rs is reco rded . When establishments have d if ferentia ls which apply on ly to certa in hours o f w ork , the d if ferentia l applying to the m a jo r i ty of the shift hours is reco rded .

F o r purposes o f this study, a late shift is e ither a second (even ing) shift which ends at o r near midnight or a th ird (night) shift which starts at o r near midnight.

D if fe ren t ia ls fo r second and third shifts are sum m arized separate ly f o r (1) estab lishm ent p o l ic ie s (an establishment's d if ferentia ls are weighted by al l production w o rk e rs in the establishment at the t im e o f the survey ) and (2) e f fe c t iv e p ra c t ice s (an estab lishm ent's d if ferentia ls are weighted by production w o rk e rs em p loyed on the specif ied shift at the t im e o f the survey ).

Scheduled w eek ly hours; paid holidays; paid vacations; and health, insurance, and pension p lans . P rov is ion s which apply to a m a jo r i ty of the production o r o f f ic e w o rk e rs in an establishment are considered to apply to a l l production o r o f f ic e w o rk e rs in the establishment; a pract ice or p rov is ion is considered nonexistent when it applies to less than a m a jo r ity . Holidays; vacations ; and health, insurance, and pension plans are considered applicable to em p loyees cu rren t ly e l ig ib le fo r the benefits as w e l l as to em p loyees who w i l l eventually becom e e l ig ib le .

Scheduled w eek ly hours and days (table B -3 ) . Scheduled week ly hours and days r e f e r to the number of hours and days pe r week which fu l l t im e f i r s t (day) shift w o rk e rs are expected to work, whether paid fo r at s tra igh t- t im e o r o v e r t im e rates.

Pa id holidays (table B - 4 ) . Holidays are included i f w o rkers who are not requ ired to w o rk are paid fo r the t im e o f f and those required to w ork r e ce iv e p rem iu m pay o r compensatory t im e off. They are included only i f they a re granted annually on a fo rm a l basis (prov ided fo r in

written fo rm o r established by custom). Holidays are included even though in a par t icu lar y ea r they fa l l on a nonworkday and employees are not granted another day off. Pa id personal holiday plans, typ ica l ly found in the automobile and rela ted industr ies , are included as paid holidays.

Data are tabulated to show the percent of w orkers who (1) are granted spec i f ic numbers o f whole and half holidays and (2) are granted spec if ied amounts o f total holiday t im e (whole and half holidays are aggregated).

Pa id vacations (table B - 5 ) . Establishments report their method of calculating vacation pay (time bas is , percent of annual earnings, f lat-sum payment, etc . ) and the amount of vacation pay granted. Only basic form a l plans are reported. Vacation bonuses, vacation-sav ings plans, and "extended" o r "sabbat ica l" benefits beyond bas ic plans are excluded.

F o r tabulating vacation pay granted, all prov is ions are expressed on a t im e basis. Vacation pay calculated on other than a time basis is converted to its equivalent t im e period. Two percent of annual earnings, fo r exam ple, is tabulated as 1 week 's vacation pay.

A lso , prov is ions a fter each spec if ied length o f serv ice are related to a l l production or o f f ic e w o rkers in an establishment regard less of length of s e rv ic e . Vacation plans commonly prov ide fo r a la r g e r amount of vacation pay as s e rv ic e lengthens. Counts of production o r o f f ic e w orkers by length of s e rv ic e w e re not obtained. The tabulations of vacation pay granted present, th e re fo re , stat ist ica l m easures o f these p rov is ions rather than proportions of w o rkers actually rece iv ing spec if ic benefits.

Health, insurance, and pension plans (tables B -6 and B -7 ) . Health, insurance, and pension plans include plans fo r which the employer payse ither all o r part o f the cost. The cost may be (1) underwritten by acom m erc ia l insurance company o r nonprofit organization, (2) covered by a union fund to which the em p loyer has contributed, o r (3) borne d irect ly by the em p loyer out of operating funds o r a fund set aside to cover the cost. A plan is included even though a m a jo r ity o f the em p loyees in an estab lishment do not choose to partic ipate in it because they are required to bear part o f its cost (prov ided the choice to partic ipate is available or will eventually becom e available to a m a jo r i ty ) . L ega l ly requ ired plans such as soc ia l secu rity , ra i lroad re t irem en t, w o rk e r s ' d isab il ity compensation, and tem po ra ry d isab il i ty insurance 3 are excluded.

3 Temporary disability insurance which provides benefits to covered workers disabled by injury or illness which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode Island. Establishment plans which meet only the legal requirements are excluded from these data, but thoseunder which (1 ) employers contribute more than is legally required or (2 ) benefits exceed those specified in theState law are included. In Rhode Island, benefits are paid out of a State fund to which only employees contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan.

State fund financing: In California, only employees contribute to the State fund; in New Jersey,employees and em ployes contribute; in New York, employees contribute up to a specified maximum and employers pay the difference between the employees' share and tire total contribution required.

Private plan financing: In California and New Jersey, employees cannot be required to contributemore than they would i f they were covered by the State fund; in New York, employees can agree to contribute more if the State rules that the additional contribution is commensurate with the benefit provided.

Federal legislation ( Railroad Unemployment insurance A ct) provides temporary disability insurance benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance.


L i f e insurance includes fo rm a l plans provid ing indemnity (usually through an insurance po l icy ) in case o f death of the cove red w orker . In formation is also p rov ided in table B -7 on types o f l i fe insurance plans and the amount of coverage iij a ll industries combined and in manufacturing.

Acc iden ta l death and d ism em berm ent insurance is l im ited to plans which prov ide benefit payments in case o f death o r loss o f l im b o r sight as a d irect result o f an accident.

Sickness and accident insurance includes only those plans which provide that p redeterm ined cash payments be made d irec t ly to employees who lose t im e f ro m work because of i l lness o r injury, e .g . , $ 50 a week fo r up to 26 weeks o f disabil ity.

Sick leave plans are l im ited to fo rm a l plans 4 which prov ide for continuing an em p loyee 's pay during absence f r o m work because of i l lness . Data co l lec ted distinguish between (1) plans which prov ide full pay with no waiting per iod , and (2) plans which e ither p rov ide par t ia l pay o r requ ire a waiting period.

L o n g - t e rm d isabil ity insurance plans prov ide payments to totally disabled em ployees upon the exp iration of th e ir paid sick leave and/or s ick ness and accident insurance, o r a fte r a p redeterm ined period o f disabil ity (typ ica lly 6 months). Payments are made until the end of the d isabil ity , a maxim um age, o r e l ig ib i l i ty fo r ret irem en t benefits . Fu ll o r part ia l payments are almost always reduced by socia l security , w o rk e rs ' disabil ity compensation, and private pension benefits payable to the disabled employee.

Hospita lization , surg ica l, and m ed ica l insurance plans reported in these surveys p rov ide full or par t ia l payment for basic s e rv ic e s rendered. Hospita lization insurance covers hospital room and board and may cover other hospital expenses . Surgica l insurance covers surgeons ' fees . M ed ica l insurance covers doc to rs ' fees fo r home, o f f ic e , o r hospital calls . P lans res tr ic ted to pos t-opera t ive m ed ica l care o r a doc to r 's care for m inor ailments at a w o rk e r 's p lace o f employment are not considered to be m ed ica l insurance.

M a jo r m ed ica l insurance coverage applies to s e rv ic e s which go beyond the basic s e rv ic e s covered under hospitalization, surg ica l, and m ed ica l insurance. M a jo r m ed ica l insurance typ ica l ly (1) requ ires that a "deductib le" (e .g . , $50) be met b e fo re benefits begin, (2) has a coinsurance feature that requ ires the insured to pay a portion (e .g . , 20 percent) o f certa in expenses, and (3) has a spec if ied do llar m axim um of benefits (e .g . , $ 10, 000 a yea r ) .

Dental insurance plans prov ide norm al dental s e rv ic e benefits , usually fo r f i l l in gs , extract ions , and X - ra y s . P lans which prov ide benefits only fo r o ra l su rge ry o r repa ir ing accident damage are not reported.

Ret irem ent pension plans prov ide fo r regu lar payments to the re t iree fo r l i fe . Included are d e fe r red p ro f i t -shar ing plans which prov ide the option o f purchasing a l i fe t im e annuity.

4 An establishment is considered as having a form al plan i f it specifies at least the m inimum number o f days o f sick lea ve ava ilab le to each em ployee. Such a plan need not be w ritten, but in form al sick leave allowances determ ined on an individual basis are excluded.

Labor-m anagem ent ag reem en t cove ra ge

The following tabulation shows the percent of fu l l - t im e production and o ff ice workers employed in establishments in the Port land a rea in which a union contract or contracts c o v e red a m a jo r i ty of the w o rk e rs in the respec t ive categor ies , Decem ber 1978:

Production andre la ted w o rk e rs O ff ice w o rk e rs

A l l industr ies_____________ 36 9Manu facturing________ 42 6Nonmanufacturing____ 26 9

Public u t i l i t i e s ____ 85 82

A n establishment is cons idered to have a contract cover in g all production or o f f ice w orkers i f a m a jo r i ty of such w orke rs is co ve red by a labor-management agreement. T h e r e fo r e , a l l other production o r o f f ic e workers are employed in establishments that e ither do not have la b o r - management contracts in ef fect, or have contracts that apply to few er than half of their production or o f f ice w o rkers . Estim ates a re not n e c e s sa r i ly represen tative of the extent to which a l l w o rk e rs in the a rea m ay be cove red by the provisions of labor-m anagem ent ag reem en ts , because sm a ll e s tab lishments are excluded and the industr ia l scope o f the survey is l im ited .

Industrial composition in manufacturing

About two-fifths of the w o rke rs within the scope of the survey in the Portland area w e re employed in manufacturing f i rm s . The fo llowing presents the m ajor industry groups and spec if ic industries as a percent of a l l manufacturing:

Industry groups Spec if ic industries

Leather and leather P a p e rm i l ls , exceptproducts______________________ 20 building paper 16

Paper and a l l ied p roducts___ 17 F oo tw ear , except rubber 15Fabricated m etal p roducts__ 15 Fab r ica ted structuralFood and kindred products__ 12 m eta l products .. 9Transportation equipment___ 10 M oto r veh ic les andE lec t r ic and e lectron ic equipment 7

equipment________ _________ 8 E lec t ron ic componentsMachinery, except and a c c e sso r ie s 5

e le c t r ica l ........ . 6Printing and publishing 5

This information is based on es t im ates of tota l em p loym ent de r ived f r o m universe m ater ia ls com piled b e fo re actual survey. P roport ions in var ious industry d ivisions may d i f fe r f r o m proport ions based on the results of the survey as shown in appendix table 1.


Appendix table 1. Establishments and workers within scope of survey and number studied in Portland, Maine,1 December 1978

M inim um em p loym en t in e s tab lish

m ents in scope o f study

N u m ber o f es tab lish m en ts W ork e rs in estab lish m en ts

In d u stry d iv is io n 2W ith in scope o f study

StudiedW ith in scope o f study 3 Studied T o ta l4 F u ll- t im e

p roduction and re la ted w o rk e rs

F u ll- t im e

N um ber P e r c e n t o f f ic e w o rk e rs T o ta l4

A L L D I V I S I O N S ------------------------------------------------------------- 175 81 3 2 * 8 3 0 1UU 1 8 . 3 0 5 <(.771 2 3 * 9 3 4

M AN UFACTU RING --------------------------------------------------------------------- 30 52 27 1 A . 4 7 0 44 1 1 * 1 1 4 V0 7 1 1 * 8 8 2NONMANUFACTURING ---------------------------------------------------------------

T R A N S P O R T A T I O N . C O M M U N IC AT IO N . AND1 2 3 34 1 8 * 3 8 0 36 , 7 . 1V1 3 * 8 6 4 1 2 * 0 7 2

OTHER P U B L I C U T I L I T I E S 5 ----------------------------------------- 30 16 12 3 . 2 3 3 10 2 * 0 3 4 4 3 2 2 * 8 7 1WHOLE S A L E TRADE ---------------------------------------------------------- bO 24 7 2 * 4 4 1 7 t 6 > ( 6 ) 1 . U 7 3R E T A I L TRAD E ----------------------------------------------------------------- bO 4 3 16 6 * 4 8 2 20 ( 6 * C 6 ) 3 * 6 4 6F I N A N C E . I N S U R A N C E . AND R E A L E S T A T E -------------- bO 18 10 4 * 2 4 8 13 i 6 ) < > 3 * 4 1 8S E R V I C E S 7 -------------------------------------------------------------------------- bO 2 2 9 1 . V 7 6 6 j ( 5 > 1 * 0 6 4

1 Th e P o rtla n d S tandard M e tro p o lita n S ta t is t ic a l A r e a , as defin ed by the O ff ic e o f M anagem ent and Budget th rough F e b ru a ry 1974, con s is ts o f the c it ie s o f P o r t la n d , South P o rtla n d , and W es tb rook ; and the towns o f Cape E liza b e th , C u m berlan d , Fa lm ou th , F r e e p o r t , G orham , S ca rb o rou gh , W indham , and Y a rm ou th in C um berlan d County; and Saco c ity and O ld O rch ard B each town in Y o rk County. Th e "w o rk e r s w ith in scope o f s tu dy" e s t im a te s shown in th is tab le p rov id e a rea son ab ly a ccu ra te d e s c r ip t io n o f the s iz e and com p os it ion o f the labor fo r c e included in the su rv e y . E s tim a tes are not in tended , h o w e v e r , fo r co m p a r iso n w ith o th er em p loym en t indexes to m easu re em p loym en t tren ds o r le v e ls s in ce (1 ) p lann ing o f w age su rv e y s re q u ire s estab lish m en t data com p iled c on s id e ra b ly in advance o f the p a y r o l l p e r io d s tu d ied , and (2 ) sm a ll es tab lish m en ts a re excluded fr o m the scope o f the su rvey .

2 The 1972 ed it ion o f the S tandard In d u str ia l C la s s if ic a t io n Manual was used to c la s s ify e s tab lish m en ts by in d u stry d iv is io n . H o w e v e r , a ll govern m en t opera tions a re excluded fr o m the s cop e o f the su rv e y .

3 Includes a ll e s ta b lish m en ts w ith to ta l em p loym en t at o r above the m in im um lim ita tion . A l l ou tle ts (w ith in the a re a ) o f com pan ies in in d u str ies such as tra d e , fin an ce , auto rep a ir s e r v ic e , and m otion p ic tu re th ea te rs a re c o n s id e red as one estab lish m en t.

4 Includes e x e cu t iv e , p ro fe s s io n a l, p a r t - t im e , and o th er w o rk e rs exc lu ded fro m the separa te p roduction and o f f ic e c a te g o r ie s .

5 A b b re v ia ted to "p u b lic u t i l i t ie s " in the A - and B - s e r ie s ta b le s . T a x ica b s and s e r v ic e s in c id en ta l to w a te r tra n sp o rta tion a re exc lu ded .

6 S ep a ra te p resen ta tion o f data is not m ade fo r th is d iv is io n .7 H o te ls and m o te ls ; lau n d ries and o th er p erson a l s e r v ic e s ; business s e r v ic e s ; au tom ob ile

r e p a ir , r en ta l, and park in g ; m otion p ic tu res ; n on p ro fit m em b ersh ip o rgan iza tion s (exc lu d ing re lig io u s and ch a r ita b le o rg a n iza t io n s ); and en g in ee r in g and a rch ite c tu ra l s e r v ic e s .



Appendix B.OccupationalDescriptions

The p r im a r y purpose o f preparing job descr iptions fo r the Bureau 's wage surveys is to assist its f ie ld staff in c lass i fy ing intoappropriate occupations w o rk e rs who are employed under a va r ie ty ofp ay ro l l t i t le s and d if fe ren t work arrangements from establishment to estab lishm ent and f r o m area to area. This perm its the grouping of occupational wage rates represen ting comparable job content. Because o f this emphasis on interestab lishm ent and in terarea com parabil i ty o f occupational content, the Bureau 's job descriptions m ay d i f fe r s ig n if ican tly f r o m those in use in individual establishments o r those p r e pared fo r other purposes. In applying these job descr ip t ions, the Bureau 's f i e ld econom ists are instructed to exclude work ing superv is o r s ; appren tices ; and p a r t - t im e , tem pora ry , and probationary w o rkers . Handicapped w o rk e rs whose earnings are reduced because o f their handicap are a lso excluded. L e a rn e rs , beginners, and tra inees , unless sp ec i f ic a l ly included in the job descr ipt ion , are excluded.

OfficeS E C R E T A R Y

A ss ign ed as a pe rson a l s e c re ta ry , norm ally to one individual. Maintains a c lose and high ly respons ive relationship to the day -to -day a c t iv i t ies o f the su pe rv iso r . W orks fa i r ly independently rece iv ing a m in im um of deta i led superv is ion and guidance. P e r fo r m s va r ied c le r ic a l and s e c r e ta r ia l duties requ ir ing a knowledge o f o f f ic e routine and understanding of the organ iza t ion , p ro g r a m s , and procedures rela ted to the work of the superv isor .

Exclusions

Not a l l posit ions that are t it led " s e c r e t a r y ” possess the above ch a ra c te r is t ic s . Exam p les o f posit ions which are excluded f ro m the definition are as fo l low s :

S E C R ET A R Y — Continued

Exclusions— Continued

a. Pos it ions which do not m eet the "p e rso n a l" secre tary concept descr ibed above;

b. Stenographers not fully tra ined in s ec re ta r ia l - ty p e duties;

c. Stenographers serv ing as o f f ic e assistants to a group of p r o fess iona l, techn ica l, o r m anager ia l persons;

d. Ass is tan t- type positions which entail m ore difficult or m ore r e sponsible technica l, adm in is tra t ive , or superv isory duties which a re not typica l- o f s e c r e ta r ia l work, e .g . , Adm in is tra t ive A s s is t ant, or Executive Assistant;

L is ted below are s eve ra l occupations fo r which rev ised descr iptions o r t i t le s are being introduced in this survey:

O rde r c lerkP a y ro l l c lerkS ecre ta ryKey entry operatorTranscr ib ing-m ach ine typistComputer operator

GuardShipper and r e c e iv e r (p rev iou s ly surveyed

as shipping and rece iv ing c le rk )

T ru ckd r iver

The Bureau has discontinued co l lec t ing data fo r tabulating-machine opera tor . W o rk e rs p rev ious ly c la ss i f ied as watchmen are now c la ss i f ied as guards under the r ev is ed descr iption .


S E C R E T A R Y — Continued

Exclusions— Continued

e. Pos it ions which do not f it any of the situations l is ted in the sections below t it led ' 'L e v e l o f S u p e r v is o r , " e .g . , s e c re ta ry to the pres ident of a company that em ploys , in all, o v e r 5, 000 persons;

f. T ra in ees .

C lassif ica t ion by L e v e l

S ec re ta ry jobs which m eet the above charac ter is t ics are matched at one of f iv e le v e ls accord ing to (a) the le v e l o f the s e c r e ta r y 's superv isor within the company's organ iza tiona l structure and, (b) the le v e l o f the s ec re ta ry 's respons ib i l i ty . The chart fo llow ing the explanations of these two factors indicates the le v e l o f the s e c r e ta r y fo r each combination o f the factors .

L e v e l o f S ec re ta ry 's Su perv iso r (LS)

S ec re ta r ie s should be matched at one of the four LS leve ls descr ibed below accord ing to the le v e l o f the s e c r e ta r y 's superv isor within the company organizational structure.

LS—1

LS—2

LS—3

a. Sec re ta ry to the superv isor o r head of a sm a ll organizational unit (e .g . , f ew e r than about 25 o r 30 persons ); o r

b. S ec re ta ry to a nonsuperv isory staff spec ia l is t , pro fess iona lem ployee , adm in is tra t ive o f f i c e r o r assistant, sk il led technician o r expert. (N O TE : M a n y companies assign stenographers,ra ther than s e c re ta r ie s as descr ibed above, to this le v e l o f superv isory o r nonsuperv isory w o rk e r . )

a. S ec re ta ry to an executive o r m anager ia l person whose respons ib i l i ty is not equivalent to one o f the spec if ic le v e l situations in the definition fo r LS—3, but whose organizational unit no rm ally numbers at least s e ve ra l dozen em ployees and is usually divided into organ iza tiona l segments which are often, in turn, further subdivided. In some com panies, this le v e l includes a wide range o f organizational echelons; in others , only one or two; or

b. S ec re ta ry to the head of an individual plant, fac tory , etc . , (or other equivalent le v e l o f o f f i c ia l ) that em ploys , in all , f ew er than 5,000 persons.

a. S ec re ta ry to the chairman of the board o r pres ident of a company that em ploys , in a ll , f ew e r than 100 persons; o r

b. S ec re ta ry to a corpora te o f f i c e r (other than chairman o f the board or p res iden t ) o f a company that em p loys , in a ll , o v e r 100 but few e r than 5, 000 persons; o r

c. S ec re ta ry to the head ( im m ed ia te ly be low the o f f i c e r le v e l ) o v e r e i ther a m a jo r corpora tew ide functional act iv ity (e .g . , m arketing, resea rch , operations , industr ia l re la t ions, etc . ) o r a m a jor geographic o r o rgan iza t iona l segment (e .g . , a reg ional headquarte r s ; a m a jo r d iv is ion ) o f a company that em p loys , in all, o v e r 5, 000 but f ew e r than 25,000 em ployees ; o r

d. S ec re ta ry to the head of an individual plant, fa c to ry , etc., (o r other equivalent le v e l o f o f f ic ia l ) that em p loys , in all, o v e r 5,000 persons; o r


C lassif ica t ion by L e v e l— Continued

e. S ecretary to the head o f a la rge and important organ iza tiona l segment (e.g., a m iddle m anagement superv isor o f an o rg a n i zational segment often invo lv ing as many as s e ve ra l hundred persons) of a company that em p loys , in a l l , o v e r 25,000 persons.

LS—4 a. Sec re ta ry to the chairm an of the board or pres ident of a company that employs, in a l l , over 100 but few e r than 5,000 persons; or

b. S ecretary to a corporate o f f i c e r (other than the chairman of the board o r pres iden t ) o f a company that em p loys , in all, ove r 5, 000 but few e r than 25, 000 persons; or

c. Sec re ta ry to the head, im m ed ia te ly be low the corpora te o f f i c e r le v e l , o f a m a jor segment o r subsidiary of a company that employs, in all, o v e r 25, 000 persons.

N O T E : The t e rm "co rp o ra te o f f i c e r " used in the above LS d e finit ion re fe rs to those o ff ic ia ls who have a s ign if icant corpora tew ide p o l ic y making role with regard to m a jo r company ac t iv i t ies . The tit le "v ice pres ident, " though norm ally ind icative o f this ro le , does not in all cases identify such positions. V ice pres idents whose p r im a ry respons ib i l i ty is to act personally on individual cases o r transactions (e .g . , approve o r deny individual loan or cred it actions; adm in is te r individual trust accounts; d i r ec t ly supervise a c le r ica l staff ) a re not considered to be "c o rp o ra te o f f i c e r s " for purposes of applying the definition.

L e v e l o f Sec re ta ry 's Responsib il ity (L R )

This factor evaluates the nature o f the work relationship between the secre ta ry and the superv isor , and the extent to which the s e c r e ta r y is expected to exe rc is e init iative and judgment. S e c re ta r ie s should be matched at L R —1 o r L R —2 descr ibed below accord ing to th e ir l e v e l of respons ib i l i ty .

L e v e l o f Responsibil ity 1 (LR —1)

P e r fo rm s va r ied s e c r e ta r ia l duties including or com parable to most o f the following:

a. Answers telephones, g ree ts pe rson a l c a l le r s , and opens in coming mail.

b. Answ ers telephone requests which have standard answers. May rep ly to requests by sending a f o r m le t te r .

c. Reviews correspondence , m em oranda , and reports p repared by others fo r the su p e rv iso r 's s ignature to ensure procedura l and typographica l accuracy.

d. Maintains su perv iso r 's ca lendar and makes appointments as instructed.

e. Types , takes and t ran scr ibes dictation, and f i le s .



L e v e l o f Respons ib i l i ty 2 (L R —2)

P e r fo r m s duties d esc r ib ed under L R —1 and, in addition p e r fo rm s tasks requ ir ing g re a te r judgment, in it ia t ive , and knowledge o f o f f ic e functions including o r com parab le to m os t of the following:

a. Screens telephone and persona l ca l le rs , determining which can be handled by the su perv iso r 's subordinates o r other o f f ic es .

b. An sw ers requests which requ ire a detailed knowledge of o f f ic e p rocedures o r col lec t ion of information f ro m f i le s o r other o f f ic e s . May sign routine correspondence in own or su p e rv is o r 's name.

c. C om piles o r ass is ts in compiling per iod ic reports on the basis of gen e ra l instructions.

d. Schedules tentative appointments without p r io r c learance . A s sem bles n ec e s sa ry background m a te r ia l for scheduled m eetings . Makes arrangem ents fo r meetings and conferences.

e. Explains su p e rv is o r 's requirem ents to other em p loyees in superv i s o r 's unit. (A lso types , takes dictation, and f i l e s . )

The fo l low ing tabulation shows the le v e l o f the s ec re ta ry fo r each LS and L R combination:

L e v e l o f s e c r e ta r y 's ______su pe rv iso r______

LS—1____________________________LS—2____________________________LS—3____________________________

L e v e l o f s e c re ta ry 's respons ib i l i ty

LR—1 L R -2

Class E Class D Class C Class B

Class D Class C Class B Class A

S T E N O G R A P H E R

P r im a r y duty is to take dictation using shorthand, and to transcr ibe the dictation. M ay also type f ro m written copy. May operate f ro m a stenographic pool. M ay occas ion a l ly transcr ibe f rom vo ice record ings ( i f p r im a r y duty is t ran scr ib in g f r o m record ings , see T ranscr ib ing -M ach in e Typ is t ) .

N O T E : This job is distinguished f ro m that o f a s e c re ta ry in that as e c r e ta r y n o rm a l ly works in a confidential relationship with only one m anager o r executive and p e r fo r m s m o r e responsible and d iscre t ionary tasks as d esc r ib ed in the s e c r e ta r y job definition.

S tenographer, G enera l

D ictation invo lves a n o rm a l routine vocabulary. May maintain f i le s , keep s im p le r e c o rd s , o r p e r f o r m other re la t iv e ly routine c le r ic a l tasks.

S T E N O G R A PH E R — Continued

Stenographer, Senior

Dictation invo lves a va r ied techn ica l o r spec ia l ized vocabulary such as in lega l b r ie fs or reports on sc ien t i f ic research . May also set up and maintain f i l e s , keep reco rds , etc.

OR

P e r fo r m s stenographic duties requiring sign if icantly g rea te r in dependence and respons ib i l i ty than stenographer, genera l, as evidenced by the following: W ork requ ires a high d egree of stenographic speed andaccuracy; a thorough work ing knowledge o f genera l business and off ice p ro cedure; and o f the spec i f ic business operations, organization, po l ic ies , p rocedures , f i l e s , work f low , etc. Uses this knowledge in perform ing stenographic duties and responsible c le r ica l tasks such as maintaining fo l low up f i le s ; assembling m a te r ia l fo r reports , m emoranda, and letters; com posing simple le t te rs f ro m genera l instructions; reading and routing incoming m ail ; and answering routine questions, etc.

TR A N S C R IB IN G -M A C H IN E T Y P IS T

P r im a r y duty is to type copy o f vo ic e reco rded dictation which does not invo lve va r ied technica l o r spec ia l iz ed vocabulary such as that used in lega l b r ie fs o r reports on sc ien ti f ic research . May also type f rom written copy. May maintain f i le s , keep simple reco rds , o r p e r fo rm other re la t ive ly routine c le r ic a l tasks. (See Stenographer definition fo r workers involved with shorthand dictation.)

T Y P IS T

Uses a typ ew r i te r to make copies o f var ious m ater ia ls o r to make out b il ls a fter calculations have been made by another person. May include typing o f stenc ils , mats, o r s im i la r m ate r ia ls fo r use in duplicating p ro cesses . May do c le r ic a l work involving l i tt le spec ia l training, such as keeping s im ple reco rds , f i l ing reco rds and reports , or sorting and distributing incoming m ail .

Class A . P e r fo r m s one o r m ore o f the fo l low ing : Typing m ater ia lin f inal fo rm when it invo lves combining m ate r ia l f r o m seve ra l sources; or respons ib i l i ty fo r co r re c t s-pelling, syllabication, punctuation, etc., of techn ica l o r unusual words o r fo re ign language m ater ia l ; o r planning layout and typing o f com plicated stat ist ica l tables to maintain uniformity and balance in spacing. May type routine fo rm le t te rs , vary ing details to suit c ircum stances.

Class B . P e r fo r m s one o r m ore o f the fo l low in g : Copy typing fromrough or c lea r drafts; o r routine typing o f fo rm s , insurance po lic ies , etc.; o r setting up s im ple standard tabulations; o r copying m ore complex tables a lready set up and spaced p roper ly .

F IL E C LE R K

F i le s , c la ss i f ie s , and re t r ie v e s m ate r ia l in an established filing system . May p e r fo rm c le r ic a l and manual tasks requ ired to maintain f i les . Pos it ions are c lass i f ied into le ve ls on the basis of the following definitions.


F IL E C L E R K — Continued

Class A . C lass i f ie s and indexes f i le m a te r ia l such as cor respon d ence, reports , techn ica l documents, etc . , in an established f i l ing system containing a number o f va r ied subject m atter f i le s . May also f i le this m ater ia l . M ay keep reco rds o f var ious types in conjunction with the f i les . May lead a sm a ll group o f low er le v e l f i le c lerks .

Class B . Sorts , codes, and f i le s unclassif ied m a te r ia l by s imple (subject m a t te r ) headings o r part ly c lass i f ied m a te r ia l by f iner subheadings. P rep a res s im p le re la ted index and c ro s s - r e fe r e n c e aids. As requested, locates c le a r ly identi f ied m a te r ia l in f i le s and forw ards m ate r ia l . May p e r fo rm rela ted c le r ic a l tasks requ ired to maintain and s e rv ic e f i le s .

C lass C . P e r f o r m s routine f i l ing o f m a te r ia l that has a lready been c lass i f ied o r which is eas i ly c la ss i f ied in a s im ple s e r ia l c lass if ica t ion system (e .g . , alphabetical, chrono log ica l, o r n u m er ica l ) . As requested, locates read i ly ava ilab le m a te r ia l in f i les and fo rw ards m ater ia l ; and may f i l l out w ithdrawal charge. May p e r fo r m s imple c le r ic a l and manual tasks required to maintain and s e rv ic e f i le s .

MESSENGER

P e r fo r m s var ious routine duties such as running errands, operating m inor o f f ic e machines such as sea le rs o r m a i le r s , opening and distributing m ail , and other m inor c le r ic a l work. Exclude positions that requ ire operation of a m otor veh ic le as a sign if icant duty.

SW ITC H B O A RD O P E R A T O R

O perates a telephone switchboard or console used with a pr ivate branch exchange (P B X ) sys tem to re la y incoming, outgoing, and in trasys tem calls. May prov ide in form ation to c a l le r s , reco rd and transm it m essages , keep reco rd o f calls p laced and to l l charges. Bes ides operating a telephone switchboard o r console , m ay also type o r p e r fo r m routine c le r ic a l work (typing o r routine c le r ic a l work m ay occupy the m a jo r portion of the w o rk e r 's t im e, and is usually p e r fo rm ed while at the switchboard o r console ). Chief o r lead opera tors in establishments employing m ore than one opera tor are excluded. F o r an opera to r who also acts as a reception is t , see Switchboard O pera tor -Recep t ion is t .

SW ITC H B O A RD O P E R A T O R -R E C E P T IO N IS T

At a s ing le -pos it ion telephone switchboard o r console, acts both as an operator— see Switchboard O pera tor— and as a reception ist. R ecep tion is t 's work invo lves such duties as gree t ing v is i t o r s ; determ in ing nature of v is i t o r 's business and prov id ing appropriate in form ation; r e f e r r in g v is i t o r to appropriate person in the organ iza tion o r contacting that person by telephone and arranging am appointment; keeping a log o f v is i to rs .

ORDER C L E R K

R ece iv e s wr it ten o r v e rba l cus tom ers ' purchase o rd e rs fo r m a te r ia l o r m erchandise f r o m custom ers o r sales people. W ork typ ica l ly invo lves some combination of the fo l low ing duties: Quoting p r ic e s ; determ ining ava i la b il ity o f o rd e red item s and suggesting substitutes when necessa ry ; advising expected d e l iv e r y date and method o f d e l iv e ry ; record ing o rd e r and customer in form ation on o rd e r sheets; checking o rd e r sheets fo r accuracy and

O RD ER C LE R K — Continued

adequacy o f information recorded; ascerta in ing cred it rating o f custom er; furnishing customer with acknowledgement o f rece ip t of o rd e r ; fo l low ing-up to see that order is de l ive red by the spec if ied date o r to let custom er know o f a delay in de l ivery ; maintaining o r d e r f i le ; checking shipping invo ice against o r ig ina l order.

Exclude w orkers paid on a com m iss ion basis o r whose duties include any of the fo l low ing : Rece iv ing o rders fo r s e rv ic e s rather than fo r m a te r ia lo r m erchandise; providing customers with consultative adv ice using knowledge gained f rom engineering or extensive technica l training; emphasizing se l l ing skil ls; handling m ate r ia l o r m erchandise as an in tegra l part o f the job.

Posit ions are c lass i f ied into le ve ls accord ing to the fo llowing definitions:

Class A . Handles o rders that invo lve making judgments such as choosing which spec if ic product o r m a te r ia l f r o m the estab lishm ent's product l ines w i l l satis fy the custom er 's needs, o r determ in ing the p r ic e to be quoted when pric ing involves m ore than m e r e ly r e f e r r in g to a p r ice l is t o r making some simple mathematical calculations.

Class B . Handles o rders invo lv ing item s which have read i ly ident i f ied uses and applications. May r e f e r to a catalog, m anufacturer 's manual, o r s im i la r document to insure that p roper i tem is supplied o r to v e r i f y p r ic e o f ordered item.

AC C O U N TIN G C LER K

P e r fo rm s one or m ore accounting cl r ica l tasks such as posting to r eg is te rs and ledgers; reconc il ing bank accou ts; v e r i fy in g the internal cons istency, completeness, and m athem atica l accuracy o f accounting documents; assigning prescr ibed accounting distribution codes; examining and v e r i fy in g fo r c le r ic a l accuracy various types of r eports , l is ts , calculations, posting, etc.; o r preparing simple o r ass isting in p repar ing m ore com plicated journal vouchers. May work in e ither a manual o r automated accounting system.

The work requires a knowledge of c l e r ic a l methods and o f f ice p rac t ices and procedures which re la tes to the c le r ic a l p rocess ing and r e cording o f transactions and accounting in form ation. With exper ien ce , the w o rk e r typ ica l ly becomes fam i l ia r with the bookkeeping and accounting te rm s and procedures used in the ass igned w ork , but is not requ ired to have a knowledge of the fo rm a l pr inc ip les o f bookkeeping and accounting.

Posit ions are c lass i f ied into le v e ls on the basis of the fo llowing de f in it ions :

Class A. Under genera l superv is ion , p e r fo rm s accounting c le r ic a l operations which requ ire the application o f exper ien ce and judgment, for exam ple, c le r ic a l ly p rocess ing com plica ted o r nonrepetit ive accounting t ra n s actions, selecting among a substantial va r ie t y o f p re s c r ib ed accounting codes and c lass if ica t ions , or trac ing transactions through prev ious accounting actions to determine source of d iscrepanc ies . M ay be ass is ted by one or m ore class B accounting c lerks.

Class B . Under c lose superv is ion , fo l low ing detailed instructions and standardized p rocedures , p e r fo rm s one o r m ore routine accounting c le r i c a l operations, such as posting to le d g e r s , cards, o r worksheets


AC C O U N TIN G C L E R K — Continued

where identif ication o f i tem s and locations of postings are c lea r ly indicated; checking accuracy and com pleteness o f standardized and repetit ive records o r accounting documents; and coding documents using a few p resc r ib ed accounting codes.

B O O K K E E P IN G -M A C H IN E O P E R A T O R

Operates a bookkeeping machine (with o r without a ty p ew r i te r k e y board ) to keep a r e c o rd o f business transactions.

Class A . Keeps a set o f records requiring a knowledge of and exper ien ce in bas ic bookkeeping p r inc ip les , and fam il ia r i ty with the structure o f the par t icu lar accounting sys tem used. Determines p roper records and distribution o f debit and cred it items to be used in each phase of the work. M ay p repare consolidated r ep o r ts , balance sheets, and other reco rds by hand.

Class B . Keeps a r e co rd of one or m ore phases o r sections of a set of reco rds usually requ ir ing little knowledge of basic bookkeeping. Phases o r sections include accounts payable, payro l l , custom ers ' accounts (not in cluding a s im ple type o f b i l l ing descr ibed under machine b i l l e r ) , cost d is tr ibution, expense distribution, inventory control, etc. May check o r assist in p reparation o f t r i a l balances and prepare control sheets fo r the accounting department.

M A C H IN E B IL L E R

P r e p a r e s statements, b i l ls , and invoices on a machine other than an o rd in ary o r e le c t ro m a t ic typew rite r . May also keep reco rds as to b il l ings o r shipping charges o r p e r fo r m other c le r ic a l work incidental to b il l ing operations. F o r wage study purposes, machine b i l le rs are c lass i f ied by type of m achine, as fo l lows:

B i l l in g -m ach in e b i l l e r. Uses a specia l b illing machine (combination typing and adding m achine) to p repare b il ls and invoices f ro m custom ers ' purchase o rd e rs , in terna lly p repared orders , shipping mem oranda, etc. Usually invo lves application o f p redeterm ined discounts and shipping charges and entry o f n ecessa ry extensions, which may or may not be computed on the b il l ing machine, and totals which are automatically accumulated by machine. The operation usually invo lves a large number o f carbon copies of the b i l l being p repared and is often done on a fanfold machine.

Bookkeeping-m achine b i l l e r . Uses a bookkeeping machine (with or without a ty p ew r i te r keyboard ) to p repare custom ers ' b i l ls as part of the accounts r ece ivab le operation. G enera lly involves the simultaneous entry of f igu res on cus tom ers ' led ge r reco rd . The machine automatically accumulates f igu res on a number o f v e r t i c a l columns and computes and usually prints autom atica lly the debit o r cred it balances. Does not invo lve a knowledge o f bookkeeping. W orks f r o m uniform and standard types of sales and cred it slips.

P A Y R O L L C L E R K

P e r fo r m s the c le r i c a l tasks necessary to p rocess payro l ls and to maintain pay ro l l r eco rd s . W ork involves most of the fo l low ing : P ro cess in gw o r k e r s ' t im e o r production reco rds ; adjusting w o rke rs ' reco rds fo r changes in wage rates, supplem entary benefits, or tax deductions; editing payro l l

P A Y R O L L C L E R K — Continued

listings against source reco rds ; trac ing and correc t ing e r r o r s in listings; and assisting in preparation of pe r iod ic sum mary p ay ro l l reports. In a non- automated payro l l system , computes wages . W ork may require a pract ica l knowledge o f governmenta l regulations, company payro l l policy , or the computer system fo r p rocess ing payro l ls .

K E Y E N T R Y O P E R A T O R

Operates keyboard-con tro l led data entry device such as keypunch machine o r k ey-opera ted magnetic tape o r disk encoder to transcribe data into a fo rm suitable fo r computer process ing . Work requires skill in operating an alphanumeric keyboard and an understanding of transcribing procedures ahd relevant data entry equipment.

Pos it ions are c lass i f ied into le ve ls on the basis of the following definitions:

Class A . W ork requires the application o f experience and judgment in se lecting procedures to be fo l lowed and in search ing for , interpreting, se lec t ing, o r coding items to be entered f ro m a va r ie ty of source documents. On occas ion may also p e r fo rm routine work as descr ibed for class B.

N O T E : Excluded are operators above class A using the key entrycontrols to access , read, and evaluate the substance of specif ic records to take substantive actions, o r to make entr ies requiring a s im ila r le ve l of knowledge.

Class B . W ork is routine and repetit ive . Under close supervision or fo l low ing spec if ic procedures o r detailed instructions, works from various standardized source documents which have been coded and require l i tt le o r no se lect ing, coding, o r in terpreting of data to be entered. Refers to superv isor prob lem s ar is ing f ro m erroneous i tem s, codes, or missing info rmation.

Professional and TechnicalC O M P U T E R SYSTEM S A N A L Y S T , BUSINESS

Analyzes business problem s to formulate procedures for solving them by use of e lec tron ic data p rocess ing equipment. Develops a complete descr iption of all specif ications needed to enable p rog ram m ers to prepare requ ired digital computer p rogram s. Work invo lves most of the fo l low ing : Ana lyzes sub ject-m atter operations to be automated and identifies conditions and c r i t e r ia required to achieve satis factory results; specif ies number and types o f r eco rds , f i le s , and documents to be used; outlines actions to be p e r fo rm ed by personnel and computers in sufficient detail for presentation to management and fo r p rogram m ing (typ ica l ly this invo lves preparation of work and data f low charts); coordinates the development o f test problems and partic ipates in t r ia l runs of new and rev ised system s; and recommends equipment changes to obtain m ore e f fe c t iv e o v e ra l l operations. (NOTE: W orkers p e r fo rm ing both systems analysis and p rogram m ing should be c lass i f ied as systems analysts i f this is the sk il l used to determine their pay.)


C O M P U T E R SYSTEM S A N A L Y S T , BUSINESS— Continued

Does not include employees p r im a r i ly responsible fo r the management o r superv is ion o f other e lec tron ic data p rocess ing em ployees , o r systems analysts p r im a r i ly concerned with sc ien ti f ic o r engineering p ro b lem s .

F o r wage study purposes, systems analysts are c lass i f ied as fo llows:

Class A . Works independently o r under only genera l d irect ion on complex p rob lem s involving a l l phases o f systems analysis. P ro b lem s are com plex because o f d iverse sources of input data and m ult ip le -use r eq u ire ments o f output data. (F o r exam ple, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis reco rd in which e v e ry i tem of each type is automatically p rocessed through the full system o f records and appropriate followup actions are initiated by the com puter.) Confers with persons concerned to determ ine the data p rocess ing prob lem s and advises sub ject -m atter personnel on the im plicat ions o f new or rev ised system s of data p rocess ing operations. Makes recomm endations, i f needed, fo r approval o f m a jo r system s installations o r changes and fo r obtaining equipment.

May prov ide functional d irection to low er le v e l systems analysts who are assigned to assist.

C lass B . Works independently or under only genera l d irect ion on prob lem s that are re la t iv e ly uncomplicated to analyze, plan, p rogram , and operate. P ro b lem s are of l im ited com plex ity because sources o f input data are homogeneous and the output data are c lose ly related. (F o r example, develops system s fo r maintaining depositor accounts in a bank, maintaining accounts rece ivab le in a re ta i l establishment, o r maintaining inventory accounts in a manufacturing o r wholesa le estab lishment.) Confers with persons concerned to determ ine the data process ing p rob lem s and advises sub ject-m atter personnel on the implicat ions of the data p rocess ing systems to be applied.

OR

W orks on a segment o f a com plex data p rocess ing scheme or system, as descr ibed fo r c lass A. W orks independently on routine ass ign ments and r ece iv es instruction and guidance on com plex assignments. Work is rev iewed fo r accuracy of judgment, compliance with instructions, and to insure p roper alignment with the o v e ra l l system.

Class C . W orks under im m ediate superv is ion , carry ing out analyses as assigned, usually o f a s ingle activ ity . Assignments are designed to develop and expand p ract ica l experience in the application of procedures and skills required fo r system s analysis work. F o r exam ple, m ay assist a h igher le v e l system s analyst by p repar ing the detailed specif ications requ ired by p ro gram m ers f r o m in form ation developed by the h igher le v e l analyst.

C O M P U T E R P R O G R A M M E R , BUSINESS

Converts statements of business p rob lem s, typ ica l ly p repared by a systems analyst, into a sequence of detailed instructions which are r e quired to so lve the prob lem s by automatic data p rocess ing equipment. Working f r o m charts or d iagram s, the p ro g ra m m e r develops the p r e c ise instructions which, when entered into the computer system in coded

32

C O M P U T E R PR O G RA M M E R , BUSINESS--- Continued

language, cause the manipulation o f data to achieve d es ired results. W ork invo lves most of the fo l low ing : Applies knowledge o f computer capab i l i t ie s , mathematics, logic em ployed by computers, and part icu lar subjec t m atter invo lved to analyze charts and d iagram s of the p rob lem to be program m ed; develops sequence o f p ro g ra m steps; w r i te s detailed f low charts to show o rder in which data w i l l be processed ; converts these charts to coded instructions fo r machine to fo llow ; tests and co r rec ts p rog ram s ; prepares instructions fo r operating personnel during production run; analyzes, rev iew s , and a lters p rogram s to in crease operating e f f i ciency or adapt to new requ irem ents ; maintains reco rds of p ro g ram d e velopment and rev is ions. (NOTE: W o rk e rs pe r fo rm ing both system s analys is and program m ing should be c la ss i f ied as system s analysts i f this is the sk il l used to determine their pay.)

Does not include em ployees p r im a r i l y responsible for the m anagement or supervis ion of other e le c t ro n ic data p rocess ing em ployees , or p rogram m ers p r im ar i ly concerned with sc ien ti f ic and/or engineering prob lem s.

F or wage study purposes, p ro g ra m m e rs are c la ss i f ied as fo llows:

Class A . Works independently o r under only genera l d irect ion on complex problems which requ ire competence in all phases of p r o gram m ing concepts and pract ices . W ork ing f ro m d iagram s and charts which identify the nature of d es ired resu lts , m a jor p rocess ing steps to be accomplished, and the relationships between various steps of the p ro b lem solving routine; plans the fu ll range of p rogram m in g actions needed to e f f ic ien t ly util ize the computer system in achieving d es ired end products.

At this le ve l , p rogram m ing is d if f icu lt because computer equipment must be organized to produce s e ve ra l in ter re la ted but d iverse p ro d ucts f r o m numerous and d iverse data e lem ents. A wide va r ie ty and e x tensive number of internal p rocess ing actions must occur. This requ ires such actions as development of common operations which can be r e used, establishment of linkage points between operations, adjustments to data when p rogram requirements exceed computer storage capacity, and substantial manipulation and resequencing of data e lements to fo rm a highly integrated program .

May prov ide functional d irec t ion to low er le v e l p ro g ra m m ers who are assigned to assist.

Class B . Works independently o r under only gen era l d irect ion on re la t iv e ly simple p rogram s, or on s imple segments o f com plex p rogram s . P ro g ra m s (or segments) usually p rocess in fo rm ation to produce data in two o r three var ied sequences or form ats . Reports and lis tings are produced by refin ing, adapting, arraying, or making m inor additions to o r deletions f ro m input data which are readily ava ilab le . W hile numerous reco rds m ay be p rocessed , the data have been re f ined in p r io r actions so that the accuracy and sequencing of data can be tested by using a few routine checks. T yp ica l ly , the p rogram deals with routine recordkeep ing operations.

OR

Works on complex p rogram s (as d esc r ibed fo r c lass A ) under c lose d irection of a higher le v e l p ro g r a m m e r o r superv isor . May assist higher leve l p ro g ra m m er by independently p e r fo rm in g less d ifficult tasks assigned, and perform ing m ore d if f icu lt tasks under fa ir ly c lose d irection .


C O M P U T E R P R O G R A M M E R , BUSINESS— Continued

May guide o r instruct lo w e r le ve l p rogram m ers .

Class C . M akes p ra c t ica l applications of p rogram m ing pract ices and concepts usually learned in fo rm a l training courses. Assignments are designed to deve lop competence in the application of standard p r o cedures to routine p rob lem s . R ece ives c lose supervis ion on new aspects o f assignments; and w o rk is rev iew ed to v e r i f y its accuracy and conformance with requ ired p rocedures .

C O M P U T E R O P E R A T O R

In accordance with operating instructions, monitors and operates the contro l console o f a d ig ita l computer to p rocess data. Executes runs by e ithe r s e r ia l p rocess in g (p ro cesses one p ro gram at a t im e ) o r m u lt i p rocess in g (p ro cesses two or m o re p rogram s simultaneously). The fo llow ing duties ch a rac te r ize the w ork o f a computer operator:

- Studies operating instructions t o determine equipment setup needed.

- Loads equipment w i t h required items (tapes, cards, disks, paper, e tc . ) .

- Switches n ec e s sa ry aux i l l ia ry equipment into system.

- Starts and operates computer.

- Responds to operating and computer output instructions.

- R ev iew s e r r o r m essages and makes correct ions during operation or r e f e r s p rob lem s .

- Maintains operating reco rd .

M ay te s t - ru n new or m od if ied program s. May a ss is t in modify ing sys tem s or p ro g ram s . The scope of this definition includes tra inees work ing to becom e fu l ly qua li f ied com puter operators , fu l ly qua lif ied computer opera tors , and lead opera tors prov id ing technical assistance to low er le v e l opera tors . It excludes w o rk e rs who m onitor and operate rem ote term ina ls .

C lass A. In addition to w ork assignments descr ibed fo r a c lass B opera tor (see be low ) the work o f a class A operator invo lves at least one of the fo llowing:

- Deviates f r o m standard procedures to avoid the loss of in fo r mation o r to conserve computer t im e even though the procedures applied m a te r ia l ly a l te r the computer unit's production plans.

- T es ts new p ro g ra m s , applications, and procedures.

- Adv ises p ro g ra m m e rs and sub ject-m atter experts on s e t u p techniques.

- A ss is ts in (1) mainta ining, m odify ing, and developing operating system s o r p ro g ra m s ; (2) developing operating instructions and techniques to c o v e r p rob lem situations; and/or (3) switching to em ergen cy backup p rocedures (such assistance requ ires a working knowledge o f p ro g ra m language, computer features, and software s ys te m s ).

An op e ra to r at this le v e l typ ica l ly guides low er le v e l opera tors .

C O M P U T E R O P E R A T O R — Continued

Class B . In addition to established production runs, work assignments include runs involving new p rogram s , applications, and procedures ( i .e . , situations which requ ire the opera tor to adapt to a va r ie ty of prob lem s). At this le v e l , the opera tor has the training and experience to work fa ir ly independently in carry ing out m ost assignments. Assignments may require the opera tor to se lec t f r o m a va r ie ty of standard setup and operating p rocedures . In responding to computer output instructions or e r r o r conditions, applies standard operating or co r re c t iv e procedures , but may deviate f r o m standard procedures when standard procedures fa i l i f deviation does not m a te r ia l ly a lte r the computer unit’ s production plans. R e fe rs the p rob lem o r aborts the p ro gram when procedures applied do not provide a solution. May guide low er le v e l opera tors .

Class C . W ork assignments are l im ited to established production runs ( i .e . , p rogram s which present few operating p rob lem s ). Assignments m ay consist p r im a r i l y o f on -the-job tra in ing (som etim es augmented by c la ss ro om instruction). When learning to run p rogram s , the superv isor o r a h igher le v e l opera tor p rov ides detailed w r itten or o ra l guidance to the opera tor b e fo re and during the run. A f te r the opera tor has gained experience with a p rog ram , however , the opera tor works fa ir ly independently in applying standard operating o r co r re c t iv e procedures in responding to computer output instructions or e r r o r condit ions, but re fe rs problems to a higher le v e l opera to r or the superv isor when standard procedures fa il .

P E R I P H E R A L E Q U IPM E N T O P E R A T O R

Operates pe r iphera l equipment w h i c h d irec t ly supports digital computer operations. Such equipment is uniquely and spec i f ica l ly designed fo r computer applications, but need not be phys ica l ly or e lec tron ica l ly connected to a computer. P r in te r s , p lo tters , card read/punches, tape readers , tape units o r d r ives , disk units or d r iv e s , and data display units are exam ples o f such equipment.

The fo l low ing duties charac te r ize the work of a per iphera l equipmentoperator:

- Loading pr in ters and p lotters with co r rec t paper; adjusting controls fo r fo rm s , th ickness, tension, printing density, and location; and unloading hard copy.

- Labe l l ing tape ree ls , disks, or card decks.

- Checking labels and mounting and dismounting designated tape ree ls o r disks on spec if ied units o r d r ives .

- Setting controls which regulate operation of the equipment.

- Observ ing panel lights fo r warnings and e r r o r indications and taking appropriate action.

- Examining tapes, cards , or other m ate r ia l fo r creases , tears , o r other defects which could cause process ing problem s.

This c lass i f ica t ion excludes w o rkers (1) who m onitor and operate a contro l console (see computer opera tor ) o r a rem ote term ina l , or (2) whose duties are l im ited to operating deco l la te rs , bu rsters , separators, o r s im ila r equipment.


C O M P U T E R D A T A L IB R A R IA N

Maintains l ib ra ry of m ed ia (tapes, disks, cards, cassettes ) used fo r automatic data process ing applications. The fo l low ing o r s im i la r duties charac ter ize the work of a computer data l ib rar ian : C lassify ing , cataloging,and stor ing m ed ia in accordance with a standardized system ; upon p roper requests, re leas ing m ed ia fo r p rocess ing ; maintaining reco rds o f r e leases and returns; inspecting returned m edia fo r damage o r excess iv e w ear to determ ine whether o r not they need rep lacing. May p e r fo rm m inor repairs to damaged tapes.

D R A F T E R

Class A . P lans the graphic presentation of com plex items having distinctive design features that d i f fe r s ign if icantly f r o m established drafting precedents. W orks in c lose support with the design o r ig ina to r , and may recomm end m inor design changes. Analyzes the e f fec t o f each change on the details o f fo rm , function, and posit ional relationships o f components and parts. Works with a m inimum o f superv isory ass istance. Completed work is rev iew ed by design or ig ina to r fo r consistency with p r io r engineering determinations. May e ither p repare drawings o r d irec t th e ir preparation by low er le v e l dra fters .

Class B . P e r fo r m s nonroutine and com plex draft ing assignments that requ ire the application of m ost of the standardized drawing techniques regu lar ly used. Duties typ ica l ly invo lve such work as: P rep a re s workingdrawings o f subassemblies with i r re g u la r shapes, multip le functions, and p rec is e posit ional relationships between components; p repares arch itectura l drawings fo r construction of a building including detail drawings of foundations, wa ll sect ions, f lo o r plans, and roof. Uses accepted formulas and manuals in making necessa ry computations to determ ine quantities of m ater ia ls to be used, load capacit ies , strengths, s t r esses , etc. Rece ives initial instructions, requ irem ents , and advice f r o m superv isor . Completed work is checked fo r technica l adequacy.

Class C . P rep a re s detail drawings of single units or parts for engineering, construction, manufacturing, or repa ir purposes. Types of drawings prepared include is o m e tr ic pro ject ions (depicting three dimensions in accurate sca le ) and sect ional v iews to c la r i fy posit ioning o f components and convey needed in formation. Consolidates details f ro m a number of sources and adjusts o r transposes scale as required. Suggested methods of approach, applicable p receden ts , and advice on source m ate r ia ls are g iven with in it ia l assignments. Instructions are less com plete when assignments recur. W ork m ay be spot-checked during p ro g re s s .

D R A F T E R - T R A C E R

Copies plans and drawings prepared by others by placing trac ing cloth o r paper o v e r drawings and trac ing with pen or pencil. (Does not include trac ing l im ited to plans p r im a r i ly consisting of straight lines and a la rge scale not requiring c lose delineation.)

AND/OR

P rep a re s s imple o r repetit ive drawings of eas i ly v isua l ized item s. W ork is c lose ly superv ised during p ro gress .

E LEC TRO N IC S TE C H N IC IA N

Works on various types of e lec t ron ic equipment and rela ted devices by per fo rm ing one or a combination of the fo llow ing: Install ing, maintaining,repa ir ing , overhauling, troubleshooting, m od ify ing , constructing, and testing. W ork requires p ract ica l application of techn ica l knowledge o f e lec tron ics p r inc ip les , ability to determine malfunctions, and sk il l to put equipment in required operating condition.

The equipment— consisting o f e i ther many d if ferent kinds o f c ircuits o r multiple repetition of the same kind o f c ircu it— includes, but is not l im ited to, the following: (a) E lectron ic transm itt ing and rece iv ing equipment (e .g . ,radar, radio, te lev is ion , te lephone, sonar, navigational aids), (b) d ig ita l and analog computers, and (c) industria l and m ed ica l m easuring and contro ll ing equipment.

This c lass if icat ion excludes r ep a ir e rs of such standard e lec tron ic equipment as common off ice machines and household radio and te lev is ion sets; production assem blers and t e s te rs ; w o rk e rs whose p r im a ry duty is s e rv ic ing e lectron ic test instruments; technicians who have adm inistrative o r superv isory responsibil ity; and d ra ft e rs , des igners , and p ro fess ion a l en g in e e rs .

Posit ions are c lass i f ied into le v e ls on the basis of the fo llow ing definitions:

Class A . Applies advanced techn ica l knowledge to so lve unusually com plex problems ( i .e . , those that typ ica l ly cannot be solved so le ly by re fe ren ce to m anufacturers ' manuals o r s im i la r documents) in work ing on e lec t ron ic equipment. Examples o f such p rob lem s include location and density o f c ircu it ry , e lec trom agnet ic radiation, isolat ing malfunctions, and frequent engineering changes. W ork invo lves : A detailed understanding ofthe interrelationships of c ircu its ; ex e rc is in g independent judgment in p e r form ing such tasks as making c ircu it analyses , calculating wave fo rm s , trac ing relationships in signal f low; and r egu la r ly using com plex test in struments (e .g . , dual trace os c i l lo s cop es , Q -m e t e r s , deviation m ete rs , pulse generators ).

Work may be rev iewed by su p e rv iso r ( frequently an eng ineer or des igner ) for genera l compliance with accepted p rac t ices . May prov ide techn ica l guidance to low er le v e l technicians.

Class B . Applies com prehensive techn ica l knowledge to solve com plex problem s ( i .e . , those that typ ica l ly can be solved so le ly by p roper ly interpret ing m anufacturers ' manuals o r s im i la r documents) in work ing on e lec t ron ic equipment. W ork invo lves : A fa m i l ia r i ty with the in te r re la t ion ships of c ircuits; and judgment in determ in ing work sequence and in se lecting tools and testing instruments, usually less com plex than those used by the class A technician.

Rece ives technical guidance, as requ ired , f r o m su perv iso r o r higher le v e l technician, and work is r e v iew ed fo r spec i f ic compliance with accepted p ract ices and work assignments. May p rov ide techn ica l guidance to low er le v e l technicians.

Class C . Applies work ing techn ica l knowledge to p e r fo r m s im ple o r routine tasks in working on e le c t ro n ic equipment, fo l low ing deta iled in structions which cove r v irtua lly a l l p ro cedures . W ork typ ica l ly invo lves such


E L E C T R O N IC S T E C H N IC IA N — Continued

tasks as: Ass is t in g h igher l e v e l technicians by per fo rm ing such activ it ies asrep lac ing components, w ir in g c ircu its , and taking test readings; repa ir ing s im p le e le c t ro n ic equipment; and using tools and common test instruments (e .g . , m u lt im ete rs , audio s ignal gen era tors , tube tes te rs , osc i l lo s cop es ) . Is not requ ired to be f a m i l ia r with the interrelationships of c ircu its. This knowledge, h o w ever , m ay be acquired through assignments designed to in c rease competence ( including c la s s ro om train ing) so that w o rk e r can advance to h igher l e v e l technician.

R ece iv e s techn ica l guidance, as required, f r o m superv isor o r higher l e v e l technician. W o rk is typ ica l ly spot checked, but is g iven detailed r e v ie w when new o r advanced assignments are involved.

R E G IS TE R E D IN D U S T R IA L NURSE

A r e g is t e re d nurse who g ives nursing s e rv ic e under gen era l m ed ica l d irec t ion to i l l o r in jured em p loyees o r other persons who becom e i l l o r su f fer an accident on the p rem is es of a fac tory o r other establishment. Duties invo lve a combination of the fo l low ing : Giving f irs t aid to the i l l o rin jured; attending to subsequent dress ing of em p loyees ' in ju ries ; keeping reco rds o f patients t rea ted ; prepar ing accident reports for compensation or other purposes ; ass is t ing in phys ica l examinations and health evaluations of applicants and em p loyees ; and planning and carry ing out p rog ram s involving health education, a'ccident prevention , evaluation of plant environm ent, o r other act iv i t ies a ffect ing the health, w e l fa re , and safety o f all personnel. Nursing su perv iso rs o r head nurses in establishments employing m ore than one nurse a re excluded.

Maintenance, Tooiroom, and PowerplantM A IN T E N A N C E C A R P E N T E R

P e r f o r m s the carpen try duties necessa ry to construct and maintain in good r ep a ir building woodwork and equipment such as bins, c r ibs , counters, benches, part it ions , doo rs , f lo o r s , s ta irs , casings, and t r im made of wood in an estab lishm ent. W ork invo lves most of the fo l low ing : P lanning andlaying out o f w ork f r o m b lueprin ts , drawings, m ode ls , o r v e rb a l instructions; using a v a r ie t y o f ca rpen te r 's handtools, portable power too ls , and standard m easur ing instrum ents; making standard shop computations relating to d i m ensions o f work ; and se lec t ing m ate r ia ls necessa ry for the work. In g en e ra l , the w o rk o f the maintenance carpenter requ ires rounded training and exp e r ien ce usually acqu ired through a fo rm a l apprenticeship o r equivalent tra in ing and exper ien ce .

M A IN T E N A N C E E L E C T R IC I A N

P e r f o r m s a v a r ie t y o f e l e c t r ic a l trade functions such as the in s ta lla t ion , maintenance, o r r ep a ir o f equipment fo r the generation, d is t r i bution, o r util izat ion o f e l e c t r i c energy in an establishment. W ork invo lves m os t o f the fo l lo w in g : Insta l l ing o r repair ing any o f a v a r ie t y o f e le c t r ic a lequipment such as g en e ra to rs , t ra n s fo rm ers , switchboards, c on tro l le rs , c ircu it b rea k e rs , m o to rs , heating units, conduit system s, o r other t r a n s m iss io n equipment; w ork ing f r o m blueprints, drawings, layouts, o r other spec i f ica t ions ; locat ing and diagnosing trouble in the e le c t r ic a l system o r

M A IN T E N A N C E E L E C T R IC IA N — Continued

equipment; work ing standard computations rela ting to load requirements of w ir ing o r e le c t r ic a l equipment; and using a v a r ie ty of e le c t r ic ian 's handtools and m easuring and testing instruments. In genera l, the work o f the m aintenance e le c t r ic ian requ ires rounded tra in ing and exper ience usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience.

M A IN T E N A N C E P A IN T E R

Paints and redecora tes w a l ls , woodwork, and f ixtures of an establishment. W ork invo lves the fo l low in g : Knowledge of surface pecu liar it iesand types o f paint requ ired fo r d if ferent applications; prepar ing surface for painting by rem oving old f inish o r by placing putty o r f i l l e r in nail holes and in ters t ices ; and applying paint with spray gun o r brush. May m ix co lo rs , o i ls , white lead, and other paint ingred ients to obtain p roper co lo r or cons istency. In genera l, the w o rk o f the maintenance painter requires rounded tra in ing and experience usually acquired through a fo rm a l apprenticeship or equivalent tra ining and exper ience .

M A IN T E N A N C E M AC H IN IST

Produces rep lacem ent parts and new parts in making repairs of m eta l parts o f m echan ica l equipment operated in an establishment. Work invo lves m ost of the fo l low in g : In terpret ing wr it ten instructions and spec i f ica tions; planning and laying out of work; using a v a r ie ty of machinist 's handtools and p rec is ion m easuring instruments; setting up and operating standard machine too ls ; shaping o f m eta l parts to c lose to leran ces ; making standard shop computations rela ting to d imensions o f work, tooling, feeds, and speeds o f machining; knowledge o f the work ing p roper t ies of the common metals; se lect ing standard m a te r ia ls , parts , and equipment requ ired fo r this work; and fitting and assem bling parts into m echanica l equipment. In genera l, the m achin is t 's work no rm a l ly requ ires a rounded train ing in machine-shop p ract ice usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience .

M A IN T E N A N C E M E C H A N IC (M A C H IN E R Y )

Repa irs m ach inery o r m echan ica l equipment of an establishment. W ork invo lves m ost of the fo l low in g : Examining machines and mechanicalequipment to diagnose source o f trouble ; dismantling o r partly dismantling machines and p e r fo rm in g repa irs that m ain ly invo lve the use of handtools in scraping and fitting parts ; rep lac ing broken o r de fec t ive parts with items obtained f ro m stock; o rder in g the production of a rep lacement part by a machine shop o r sending the machine to a machine shop fo r m a jor repairs ; p repar ing wr itten specif icat ions fo r m a jo r repa irs o r fo r the production of parts o rde red f ro m machine shops; reassem bling machines; and making all n ecessa ry adjustments fo r operation. In genera l, the work of a machinery maintenance m echanic requ ires rounded train ing and experience usually acquired through a fo rm a l apprenticesh ip o r equivalent training and e x per ience . Excluded f r o m this c lass i f ica t ion are w o rke rs whose p r im ary duties invo lve setting up o r adjusting machines.

M A IN T E N A N C E M E C H A N IC (M O T O R V E H IC L E )

Repa irs autom obiles, buses, m otortrucks, and trac tors of an establishment. W ork invo lves m ost o f the fo l low ing : Examining automotiveequipment to diagnose source of trouble ; d isassem bling equipment and p e r fo rm in g repa irs that invo lve the use o f such handtools a s 'w ren ch es , gauges,


M A IN T E N A N C E M E C H AN IC (M O T O R V E H IC L E )— Continued

d r i l l s , o r sp ec ia l iz ed equipment in d isassem bling o r f itting parts; replacing broken or de fect ive parts f r o m stock; grinding and adjusting va lves ; r e assembling and insta ll ing the var ious assem b lies in the veh ic le and making necessa ry adjustments; and aligning w hee ls , adjusting brakes and l ights , or tightening body bolts. In g en era l , the w o rk o f the m oto r veh ic le maintenance mechanic requ ires rounded train ing and exper ience usually acquired through a fo rm a l apprenticesh ip o r equivalent tra ining and experience .

This c lass if ica t ion d o e s not i n c l u d e mechanics who repa ir custom ers ' v eh ic les in automobile repa ir shops.

M A IN T E N A N C E P I P E F I T T E R

Installs o r repa irs w a ter , steam, gas, or other types of pipe and pipefitt ings in an establishment. W ork invo lves m ost of the fo l low in g : Layingout work and m easuring to locate posit ion of pipe f r o m drawings o r other wr itten specif icat ions; cutting var ious s izes of pipe to co r re c t lengths with chisel and ham m er o r oxyacety lene to rch or p ipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven o r pow er -d r iv en machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations rela ting to p ressu res , f low, and s ize of pipe requ ired ; and making standard tests to determ ine whether finished pipes m eet spec if icat ions . In genera l , the w ork of the maintenance p ipe f i t ter requ ires rounded train ing and exper ien ce usually acquired through a fo rm a l apprenticeship o r equivalent tra in ing and exper ience . W orke rs p r im a r i ly engaged in insta ll ing and repa ir ing building sanitation o r heating systems are exc luded .

M A IN T E N A N C E S H E E T - M E T A L W O R K E R

F ab r ica te s , ins ta l ls , and maintains in good repa ir the sheet-m eta l equipment and f ixtures (such as machine guards, g rease pans, shelves, lockers , tanks, ven t i la to rs , chutes, ducts, m eta l roo f ing ) o f an establishment. W ork invo lves m ost of the fo l low in g : P lanning and laying out all types ofshee t-m eta l maintenance work f ro m b lueprints, m ode ls , o r other sp ec i f ic a tions; setting up and operating all availab le types o f shee t-m eta l working machines; using a v a r ie ty of handtools in cutting, bending, fo rm in g , shaping, fitting, and assembling; and insta ll ing sh ee t-m eta l a r t ic les as required. In genera l, the work of the maintenance sh ee t-m eta l w o rk e r requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience .

M IL L W R IG H T

Installs new machines o r heavy equipment, and dismantles and installs machines o r heavy equipment when changes in the plant layout are required. W ork invo lves m ost of the fo l low in g : P lanning and laying out work;interpreting blueprints o r other spec if ica t ions ; using a v a r ie ty o f handtools and r igg ing; making standard shop computations rela ting to s t r esses , strength of m a te r ia ls , and centers of g rav ity ; aligning and balancing equipment; se lecting standard too ls , equipment, and parts to be used; and insta ll ing and maintaining in good o rd e r pow er transm iss ion equipment such as dr ives and speed reducers. In genera l , the m i l lw r ig h t 's w o rk norm ally requ ires a rounded tra in ing and exper ience in the trade acquired through a fo rm a l apprenticeship o r equivalent tra in ing and experience .

M A IN T E N A N C E TRADES H E L P E R

Assists one or m ore w o rk e rs in the sk il led maintenance t rades , by pe r fo rm ing spec if ic or genera l duties of l e s s e r sk il l , such as keeping a w o rk e r supplied with m ater ia ls and too ls ; c leaning work ing a rea , machine, and equipment; assisting journeyman by holding m ate r ia ls o r too ls ; and per fo rm ing other unskilled tasks as d irec ted by journeyman. The kind o f work the helper is perm itted to p e r fo r m va r ie s f r o m trade to trade: Insome trades the helper is confined to supplying, l i f t ing , and holding m ate r ia ls and too ls , and cleaning work ing areas ; and in others he is perm itted to p e r fo r m specia l ized machine operations , o r parts of a trade that are also p e r fo rm ed by workers on a fu l l - t im e bas is .

M A C H IN E -T O O L O P E R A T O R (T O O L R O O M )

Specia l izes in operating one o r m ore than one type o f machine too l (e .g . , j ig b o re r , grinding m achine, engine lathe, m il l ing machine) to machine metal fo r use in making o r maintaining j ig s , f ix tu res , cutting too ls , gauges, or m eta l dies or molds used in shaping o r fo rm ing m eta l or nonmetall ic m ate r ia l (e .g . , p las t ic , p la s te r , rubber, g lass ) . W ork typ ica l ly in vo lve s : Planning and per fo rm in g d i f f icu lt machining operations whichrequ ire complicated setups o r a high d egree of accuracy; setting up machine too l o r tools (e .g . , insta ll cutting too ls and adjust guides, stops, working tab les , and other controls to handle the s ize o f stock to be machined; determ ine proper feeds, speeds, too l ing , and operation sequence o r se lec t those p resc r ib ed in drawings, b lueprin ts , o r layouts); using a va r ie t y o f p rec is ion m easuring instruments; making n ec e s sa ry adjustments during machining operation to achieve requ is ite d imensions to v e r y c lose to leran ces . May be required to se lect p roper coolants and cutting and lubricating o i ls , to recogn ize when tools need dress ing , and to dress too ls . In gen era l , the work o f a m achine-tool opera tor ( to o lroom ) at the sk il l l e v e l ca l led fo r in this c lass if icat ion requires extensive knowledge o f m ach ine-shop and t o o l room pract ice usually acquired through considerab le on -the- job tra in ing and experience .

F o r c ross- industry wage study purposes , this c lass i f ica t ion does not include m achine-tool operators ( to o lroom ) em p loyed in too l and die jobbing shops.

T O O L AND DIE M A K E R

Constructs and repa irs j ig s , f ix tu res , cutting too ls , gauges, or m eta l dies o r molds used in shaping o r fo rm in g m eta l o r nonm eta ll ic m a te r ia l (e.g., p lastic , p las ter , rubber, g lass ) . W ork typ ica l ly in v o lv e s : Planning and laying out work accord ing to m od e ls , b lueprints , draw ings, or other written or o ra l specif ications; understanding the work ing p roper t ies of common metals and alloys; se lec t ing appropriate m a te r ia ls , to o ls , and p ro cesses required to complete task; making necessa ry shop computations; setting up and operating various machine tools and re la ted equipment; using var ious tool and die m aker 's handtools and p re c is ion m easuring instruments; work ing to v e ry c lose to lerances ; hea t-trea t ing m eta l parts and fin ished tools and dies to achieve required qua lit ies; f itting and assem bling parts to p r e scr ibed to lerances and allowances. In gen era l , the too l and die m ak er 's work requires rounded train ing in m ach ine-shop and to o l ro o m pract ice usually acquired through fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

F o r c ross- industry wage study purposes , this c lass i f ica t ion does not include tool and die m akers who (1) are em p loyed in too l and die jobbing shops o r (2) produce forging dies (die s inkers ).


S T A T IO N A R Y E N G IN E E R

Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or e le c t r ic a l ) to supply the estab lishment in which em p loyed with power, heat, r e fr ig e ra t ion , or a ir - conditioning. W ork invo lves : Operating and maintaining equipment such assteam engines, a ir c o m p res so r s , genera tors , m otors , turbines, ventilating and re f r ig e ra t in g equipment, steam bo i le rs and b o i le r - fed w a ter pumps; making equipment r epa irs ; and keeping a reco rd o f operation of m ach inery, t em pera tu re , and fuel consumption. May also supervise these operations. Head o r ch ie f eng ineers in estab lishments employing m ore than one eng ineer are exc luded .

B O IL E R T E N D E R

F ir e s s tationary b o i le r s to furnish the establishment in which e m ployed with heat, pow er , o r steam. Feeds fuels to f i r e by hand or operates a m echan ica l stokfer, gas, or o i l burner; and checks w a ter and s afety v a l v e s . May clean, o i l , o r ass ist in repair ing bo i le r room equipment.

Material Movement and CustodialTRU CK D R IV E R

D rives a truck within a city o r industrial a rea to transport m a te r ia ls , m erchand ise , equipment, o r w orkers between var ious types of estab lishments such as: Manufacturing plants, fre ight depots, warehouses,wholesa le and re ta i l estab lishm ents , or between reta i l establishments and cus tom ers ' houses o r p laces o f business. May also load or unload truck with o r without he lp e rs , make m inor mechanical repa irs , and keep truck in good work ing o rd e r . Sa lesroute and o ve r - th e -road d r ive rs are exc luded .

F o r wage study purposes , truckdr ive rs are c lass i f ied by type and rated capacity of truck, as fo l lows:

T ru ck d r iv e r , light truck(stra ight truck, under lV 2 tons, usually 4 wheels)

T ru ck d r iv e r , m ed ium truck(straight truck , IV2 to 4 tons inclusive , usually 6 whee ls )

T ru ck d r iv e r , heavy truck (straight truck, o v e r 4 tons, usually 10 whee ls )

T ru ck d r iv e r , t r a c t o r - t r a i l e r

S H IP P E R AN D R E C E IV E R

P e r fo r m s c le r ic a l and phys ica l tasks in connection with shipping goods o f the estab lishm ent in which employed and rece iv in g incoming shipments. In p e r fo rm in g day - to -day , routine tasks, fo l lows established guidelines. In handling unusual nonroutine p rob lem s, r ece ives spec i f ic guidance f r o m su perv iso r o r other o f f ic ia ls . May d irect and coordinate the ac t iv i t ies of other w o rk e rs engaged in handling goods to be shipped o r being rece ived .

Shippers typ ica l ly are responsible fo r most o f the fo llowing: V e r i fy in g that o rd e rs are accura te ly f i l led by comparing item s and quantities of goods gathered fo r shipment against documents; insuring that shipments are p ro p er ly packaged, identif ied with shipping in formation, and loaded into transport ing v eh ic les ; p repar ing and keeping records of goods shipped, e .g . , m an ifes ts , b i l ls o f lading.

S H IP P E R AND R E C E IV E R — Continued

R ece iv e rs typ ica l ly are responsible fo r most of the following: V e r i fy in g the correc tn ess of incoming shipments by comparing items and quantities unloaded against b il ls of lading, invo ices , manifests, storage rece ip ts , or other reco rds ; checking for damaged goods; insuring that goods are appropriate ly identif ied fo r routing to departments within the establishment; p repar ing and keeping records of goods rece ived.

F o r wage study purposes, w orkers are c lass i f ied as follows:

ShipperR e ce iv e rShipper and r e c e iv e r

W A RE H O U S E M A N

As d irec ted , p e r fo rm s a va r ie ty of warehousing duties which require an understanding of the estab lishm ent's storage plan. W ork involves most of the fo l low ing : V e r i fy in g m ater ia ls (or m erchandise ) against rece iv ingdocuments, noting and reporting d iscrepanc ies and obvious damages; routing m ate r ia ls to p re s c r ib ed storage locations; s tor ing, stacking, or palletizing m ate r ia ls in accordance with p resc r ib ed storage methods; rearranging and taking inventory of stored m ate r ia ls ; examining stored m ater ia ls and r e porting de ter io rat ion and damage; rem oving m a te r ia l f rom storage and p repar ing it fo r shipment. May operate hand o r power trucks in perform ing warehousing duties.

Exclude w o rk e rs whose p r im a ry duties involve shipping and r e ce iv ing work (see Shipper and R e c e iv e r and Shipping P a ck er ) , o rder fi l l ing (see O rde r F i l l e r ) , or operating pow er trucks (see P o w e r -T ru c k Operator ).

O RD ER F IL L E R

F i l ls shipping or t ran s fe r o rders fo r finished goods from stored m erchandise in accordance with specif ications on sales s lips, custom ers ' o rd e rs , or other instructions. May, in addition to f i l l ing orders and in dicating item s f i l led or om itted , keep reco rds of outgoing o rders , requisition additional stock o r report short supplies to superv isor , and per fo rm other rela ted duties.

S H IPP IN G P A C K E R

P rep a re s finished products fo r shipment or storage by placing them in shipping containers, the spec if ic operations p e r fo rm ed being dependent upon the type, s ize , and number of units to be packed, the type of container employed , and method of shipment. W ork requ ires the placing of items in shipping containers and may invo lve one o r m ore of the fo l low ing : Knowledgeof var ious items of stock in o rd e r to v e r i f y content; se lection of appropriate type and s ize of container; insert ing enclosures in container; using exce ls io r o r other m ate r ia l to prevent breakage o r damage; closing and sealing container; and applying labels o r entering identify ing data on container. Pack ers who also make wooden boxes o r cra tes are excluded.


M A T E R I A L H A N D L IN G L A B O R E R

A w o rk e r em ployed in a warehouse, manufacturing plant, s to re , or other estab lishment whose duties invo lve one o r m ore o f the fo l low ing : Loading and unloading var ious m ate r ia ls and m erchandise on o r f r o m fre ight cars, trucks, o r other transport ing dev ices ; unpacking, shelv ing, or placing m ater ia ls o r m erchandise in p ro p er s torage location; and transporting m ater ia ls o r m erchandise by handtruck, car, o r whee lbarrow . Longshore w o rkers , who load and unload ships, are exc luded.

P O W E R -T R U C K O P E R A T O R

Operates a manually con tro l led gaso line- o r e le c t r ic -p o w e re d truck or t ra c to r to transport goods and m ate r ia ls o f a l l kinds about a warehouse, manufacturing plant, o r other establishment.

F o r wage study purposes , w o rkers are c lass i f ied by type o f pow er - truck, as fo l lows:

F o rk l i f t op era torP ow e r - t ru c k opera tor (other than fo rk l i f t )

GUARD

P ro tec ts p roper ty f ro m theft o r damage, o r persons f ro m hazards o r in ter fe rence . Duties invo lve serv ing at a f ixed post, making rounds on foot o r by m oto r veh ic le , o r escort ing persons or p roperty . May be deputized to make a r re s ts . May also help v is i to rs and custom ers by answering questions and g iv ing d irect ions.

GUARD— Continued

Guards employed by estab lishm ents which prov ide p ro tec t ive s e r v ic es on a contract basis are included in this occupation.

F o r wage study purposes, guards are c la ss i f ied as fo l lows:

Class A . Enforces regulat ions designed to prevent b reaches of security . E xerc ises judgment and uses d iscre t ion in dealing with e m e r gencies and security v io lat ions encountered. Determ ines whether f i r s t response should be to intervene d ire c t ly (asking fo r ass istance when deemed necessa ry and time a l lows ), to keep situation under su rve i l lan ce , o r to r e port situation so that it can be handled by appropriate authority. Duties requ ire spec ia l ized training in methods and techniques o f protect ing security areas . Commonly, the guard is requ ired to demonstrate continuing physica l f itness and p ro f ic iency with f i r e a rm s or other spec ia l weapons.

Class B . C arr ies out instructions p r im a r i ly or ien ted tow ard in suring that em ergenc ies and secu r ity v io la t ions are read i ly d is co ve red and reported to appropriate authority. In tervenes d i re c t ly only in situations which requ ire m in im al action to safeguard p roper ty o r persons. Duties requ ire m in im a l training. Commonly, the guard is not requ ired to demonstrate physica l fitness. May be arm ed, but genera l ly is not requ ired to demonstrate p ro f ic ien cy in the use of f i r e a rm s o r spec ia l weapons.

JA N IT O R , P O R T E R , OR C L E A N E R

Cleans and keeps in an o r d e r ly condition fac to ry work ing areas and w ashroom s, o r p rem ises o f an o f f i c e , apartment house, o r com m erc ia l or other establishment. Duties invo lve a combination o f the fo l low in g : Sweeping, mopping or scrubbing, and polishing f lo o rs ; rem ov ing chips, trash , and other refuse; dusting equipment, furn iture, o r f ix tu res ; polishing m eta l f ix tu res o r t r im m ings ; providing supplies and m inor maintenance s e rv ic e s ; and cleaning la va to r ies , showers, and r es troo m s . W o rk e rs who spec ia l iz e in window washing are excluded.


Service Contract Act Surveys

The fo l low ing areas are su r veyed p e r io d ic a l ly fo r use in adm inis te r in g the S e r v ic e Contract Act o f 1965. Survey resu lts are published in re leases which are a va i la b le , at no cost, wh ile supplies last f r o m any o f the B LS reg iona l o f f ic es shown on the back cover .

A laska (statew ide )Albany, Ga.A lexandr ia—L e e s v i l l e , La.Alpena—Standish—Tawas C ity, Mich. Ann A rb o r , Mich.Atlantic C ity, N.J.Augusta, Ga.—S.C.Austin, Tex .B akers f ie ld , Calif.Baton Rouge, La.Battle C reek , Mich.Beaumont—P o r t Arthur—-Orange, T ex . B ea u m on t-Po r t A r th u r—Orange

and Lake C har les , T e x .—La.B i lox i—Gulfport and Pascagou la—

Moss Po in t , M iss .Binghamton, N .Y .B irm ingham , A la .B loom ington—Vincennes, Ind.B rerne rton—Shelton, Wash. Brunsw ick, Ga.Cedar Rapids, Iowa Champaign—Urbana—Rantoul, 111. Charleston—North Charleston—

W a lte rb o ro , S.C.Charlotte—Gastonia, N .C .Cheyenne, Wyo.C la rk s v i l l e—Hopk insv i l le , Tenn.—Ky. Co lorado S p r in g s , Colo.Columbia—S u m ter , S.C.Columbus, Ga.—Ala.Columbus, M iss .Decatur, 111.Des M oines , IowaDuluth—Super ior , Minn.—Wis.E l P a s o —A lam og o rd o—Las C ruces ,

T e x .—N. Mex.Eugene—Spring f ie ld—M ed fo rd , O reg .F a y e t t e v i l l e , N .C . *

F or t Lauderdale—Hollywood and West Pa lm Beach—Boca Raton, Fla.

F o r t Smith, A rk .—Okla.F reder ick—Hagerstown—

Chambersburg, M d .-Pa .Goldsboro, N.C.Grand Island—Hastings, Nebr.Guam, T e r r i t o r y of H arr isburg—Lebanon, Pa.Knoxv il le , Tenn.Laredo , Tex.Las Vegas—Tonopah, Nev.L im a , OhioL it t le Rock—North L it t le Rock, Ark. Logansport—Peru , Ind.Lora in—E lyr ia , OhioL ow er Eastern Shore, Md.—Va.—Del.Macon, Ga.Madison, W is.Maine (statewide)Mansfie ld , Ohio M cA llen—Pharm Edinburg

and B rownsv il le—Harlingen—San Benito, Tex.

M erid ian , M iss.M iddlesex, Monmouth, and

Ocean Cos., N.J.Mobile—Pensacola—Panama City,

A la .—Fla.Montana (statewide)Nashv il le—Davidson, Tenn.New Bern—Jacksonv i l le , N.C.New Hampshire (statewide)New London—Norwich, Conn.—R.I. North Dakota (statewide)Northern New Y o rk Northwest Texas Orlando, F la.Oxnard—Simi Va l ley—Ventura, Calif. P eo r ia , 111.Phoenix, A r iz .P ine Bluff, Ark.Pueblo , Colo.Puerto R ico Raleigh—Durham, N.C.Reno, Nev.Salina, Kans.

Salinas—Seaside—M o n te re y , Calif. Sandusky, Ohio Santa Barbara—Santa M aria—

Lom poc, Calif.Savannah, Ga.Selm a, Ala.Shreveport, La.South Dakota (statewide)Southern Idaho Southwest V irg in ia Spokane, Wash.Spr ing fie ld , 111.Stockton, Calif.T acom a, Wash.Tampa—St. P e te rsbu rg , F la . Topeka, Kans.Tucson—Douglas, A r iz .Tulsa, Okla.Upper Peninsula, Mich.Verm on t (statewide)V ir g in Islands of the U.S.Waco and K il leen—Tem p le , Tex. W ater loo—Cedar F a l ls , Iowa West V irg in ia (statewide)W ich ita F a l ls—Lawton—Altus ,

T ex .—Okla.W ilm ington, Del.—N.J.—Md.Y akima—Richland—Kennewick—

Pendleton, Wash.—O reg .

ALSO A V A IL A B L E —

An annual report on sa lar ies for accountants, auditors, chief accountants, attorneys, job analysts, d i re c to rs of personnel, buyers, chemists, eng ineers , engineering technicians, d ra fte rs , a n d c le r ic a l employees is available. O rde r as BLS B u lle tin 1980, National Survey o f P r o fess iona l, Adm in is tra t ive , Technical and C le r ic a l Pay , M arch 1977, $ 2.40 a copy, f ro m any of the BLS r e gional sales o f f ices shown on the back cover , or f r o m the Superintendent o f Documents, U.S. G overnment Pr in ting O ff ice , Washington, D.C. 20402.

* U . S . GOVERNM ENT P R IN T IN G O F F IC E : 1


/Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Area Wage Surveys

A lis t o f the latest bulletins ava ilab le is presented below. Bulletins m ay be purchased f r o m any o f the BLS reg ional o f f ices shown on the back c o v e r , or f r o m the Superintendent o f Documents, U.S. Government P r in ting O f f ic e , Washington, D.C. 20402. Make checks payable to Superintendent of Documents. A d i r e c to r y o f occupational wage surveys , cove r in g the years 1970 through 1976, is ava i lab le on request.

Bulletin numberA r e a and p r i c e * -

A k ron , Ohio , Dec. 1978________________________ ____ ____________ 2025-63, $1.00Albany—Schenectady—T r o y , N .Y . , Sept. 1978 1 _______________ 2025-58, $1.20Anaheim —Santa Ana—Garden G rove ,

C a l i f . , Oct. 1978 1 -.......................................................................... 2025-65, $1.30Atlanta, G a . , M ay 1978 1_________________________________________ 2025-28, $1.40B a lt im o re , M d., Aug. 1978 1____________________________________ 2025-50, $1.50B i l l in gs , Mont., July 1978_______________________________________ 2025-38, $1.00B irm ingham , A la . , M a r . 1978__________________________________ 2025-15, 80 centsBoston, M ass . , Aug. 1978 1 _____________________________________ 2025-43, $1.50Buffa lo, N .Y . , Oct. 1977 ................................................................. 1950-58, $1.00Canton, Ohio, M ay 1978__________________________________________ 2025-22, 70 centsChattanooga, Tenn.—Ga., Sept. 1978 1 _________________________ 2025-51, $1.20Chicago, 111., M ay 1978___________________________________________ 2025-32, $1.30Cincinnati, Ohio—Ky.—Ind., July 1978__________________________ 2025-39, $1.10C leve land, Ohio, Sept. 1978_____________________________________ 2025-49, $1.30Columbus, Ohio, Oct. 1978 1____________________________________ 2025-59, $1.50Corpus C hr is t i , T e x . , July 1978________________________________ 2025-29, $1.00Dallas—F o r t W orth , T e x . , Oct. 1978 1 ........................................ 2025-52, $1.50Davenport—Rock Island—M o l in e , Iow a—111., Feb. 1978-------- 2025-6, 70 centsDayton, Ohio, Dec. 1978_________________________________________ 2025-66, $1.00Daytona Beach, F la . , Aug. 1978________________________________ 2025-48, $1.00Denver—B ou ld e r , C o lo . , Dec. 1978____________________________ 2025-68, $1.20D etro it , M ich . , M ar . 1978............................................ ................ 2025-11, $1.20F resn o , C a l i f . , June 1978 1 ----------------------------------------------- 2025-31, $1.20G a in esv i l le , F la . , Sept. 1978____________________________________ 2025-45, $1.00G reen Bay, W is . , July 197 8 1______________________ ____________ 2025-41, $1.20G reen sb o ro—W in s ton -S a lem —High Poin t,

N .C . , Aug. 1978___________________________ ______________________ 2025-46, $1.00G ree n v i l l e —Spartanburg, S .C ., June 1978_____________________ 2025-30, $1.00H ar t fo rd , Conn., M ar . 1978 1 --------------------------------------------- 202'5-14, $1.20Houston, T e x . , A p r . 1978________________________________________ 2025-23, $1.20H untsvi l le , A la . , Feb . 1978----------------------------------------------- 2025-4, 70 centsIndianapolis , Ind., Oct. 1978 1 -------------------------------------------- 2025-57, $1.50Jackson, M is s . , Jan. 1978_______________________________________ 2025-1, 70 centsJacksonv i l le , F la . , Dec. 1978___________________________________ 2025-67, $1.00Kansas C ity, Mo.—Kans., Sept. 1978---------------------------------- 2025-53, $1.30Los A n ge le s—Long Beach , C a l i f . , Oct. 1978 1-------------------- 2025-61, $1.50L o u isv i l l e , Ky.—Ind., Nov . 1978________________________________ 2025-69, $1.00M em ph is , Tenn.—A rk .—M i s s ., Nov . 1978______________________ 2025-62, $1.00

A r e aBulletin number

and p r ic e *

M iam i, F la . , Oct. 1978 1___________________________________ 2025-60, $1.30M ilwaukee , W is . , A p r . 1978 1 ____________________ 2025-18, $1.40Minneapolis—St. Paul, Minn.—W is . , Jan. 1978 1_____________ 2025-2, $1.40Nassau-Suffo lk , N .Y . , June 1978 1______________________________ 2025-33, $1.30N ew ark , N .J . , Jan. 1978 1 ..................................................... ........ 2025-7, $1.40New O r leans , La . , Jan. 1978_____________ ____________ _______ _ 2025-5, $1.00N ew Y o rk , N .Y .—N.J ., M ay 19781______________________________ 2025-35, $1.50N or fo lk—V irg in ia Beach—Portsmouth, Va.—

N .C . , M ay 1978_______________ _____________ __________ _________ 2025-20, 70 centsN or fo lk—V irg in ia Beach -Portsm outh and

Newport News—Hampton, Va.—N .C . , May 1978____________ 2025-21, 80 centsNortheast Pennsy lvania , Aug. 1978____________________________ 2025-47, $1.00Oklahoma City, Okla., Aug. 1978______________________________ 2025-40, $1.00Omaha, N ebr .—Iowa, Oct. 1978________________________________ 2025-56, $1.00Paterson—Clifton—P assa ic , N .J ., June 1978 1 _______________ 2025-36, $1.20Philadelphia , Pa.—N.J ., Nov. 1978______________________________ 2025-54, $1.30Pittsburgh, Pa . , Jan. 1978_____________________________________ 2025-3, $1.10Port land, M aine, Dec. 1978 1 _________________________________ 2025-70, $1.20Port land, O reg .—Wash., M ay 1978____________________________ 2025-25, $1.00Poughkeepsie , N .Y . , June 1978 1 ______________________________ 2025-37, $1.10Poughkeepsie—Kingston-Newburgh , N .Y . , June 1978 1_____ 2025-42, $1.20P ro v id en ce -W a rw ick — Pawtucket, R .I.—

M ass . , June 1978................................................. .......................... 2025-27, $1.40Richmond, Va ., June 1978________________________ _____________ 2025-26, 80 centsSt. Lou is , Mo.—ELI., M ar . 1978__________________________________ 2025-13, $1.20Sacramento, C a li f . , Dec. 1977 1_________________________________ 1950-72, $1.00Saginaw, M ich ., Nov. 1978_____________________________________ 2025-64, $1.00Salt Lake City—Ogden, Utah, Nov . 1977______________________ 1950-68, 80 centsSan Antonio, T ex . , M ay 1978__________________________________ 2025-17, 70 centsSan D iego , C a l i f . , Nov. 1977 1 _________________________________ 1950-73, $1.10San F ran c isco—Oakland, C a l i f . , M ar . 1978 1_________________ 2025-10, $1.40San Jose, C a l i f . , M ar. 1978 1__________________________________ 2025-9, $1.20Seattle—E vere t t , Wash., Dec. 1977____________________________ 1950-75, 80 centsSouth Bend, End., Aug. 1978____________________________________ 2025-44, $1.00To ledo , Ohio—M ich ., M ay 1978 1 _________________________________ 2025-24, $1.20Trenton, N .J . , Sept. 1978 1______________________________________ 2025-55, $1.20U t ica -R o m e , N .Y . , July 1978__________________________________ 2025-34, $1.00Washington, D.C.—Md.—V a . , M ar . 1978 1 ____________________ 2025-12, $1.40W ich ita , Kans., A p r . 1978______________________________________ 2025-16, 80 centsW o rc e s te r , M ass . , A p r . 1978 1____________ ____ ______________ 2025-19, $1.10Y o rk , Pa . , Feb. 1978 1................................................................... 2025-8, $1.10

* Prices are determined by the Government Printing Office and are subject to change.1 Data on establishment practices and supplementary wage provisions are also presented.


U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212

Official Business Penalty for private use, $300

Bureau of Labor Statistics Regional OfficesRegion I1603 JFK Federal Building Government Center Boston, Mass 02203 Phone :223-6761 (Area Code 617)

ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

Region IISuite 34001515 BroadwayNew York, N Y, 10036Phone 399-5406 (Area Code 212)

New Jersey New York Puerto Rico Virgin Islands

Region Itt3535 Market Street,P O Box 13309Philadelphia, Pa 19101Phone 596-1154 (Area Code 215)

DelawareDistrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Region V9th Floor, 230 S Dearborn StChicago, III 60604Phone :353-1880 (Area Code 312)

IllinoisIndianaMichiganMinnesotaOhioWisconsin

Region VISecond Floor555 G riffin Square BuildingDallas, Tex 75202Phone: 767-69 71 (Area Code 214)

Arkansas Louisiana New Mexico Oklahoma Texas

Regions VII and VIIIFederal Office Building 911 Walnut St., 15th Floor Kansas City, Mo 64106 Phone 374 2481 (Area Code 816)

VII VIIIIowa ColoradoKansas MontanaMissouri North DakotaNebraska South Dakota

UtahWyoming

Postage and Fees Paid U.S. Department of Labor

Third Class Mail

Lab-441

Region IVSuite 5401371 Peachtree St., N E.Atlanta, Ga 30309Phone 881-4418 (Area Code 404)

Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Regions IX and X450 Golden Gate Ave Box 36017San Francisco, Calif 94102 Phone 556-4678 (Area Code 415)

IXArizonaCaliforniaHawaiiNevada

XAlaskaIdahoOregonWashington


Date post:	13-Dec-2015
Category:	Documents
Upload:	fedfraser
View:	223 times
Download:	0 times